Job Analysis

and
Job Design
Prepared by Mary Gold F. Cabrales

Basic Job Analysis Terminology

Micro-motion Element

Task
Duty

Responsibility
Position Job Occupations
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Job Analysis

Determining and reporting information

on the nature of a job:

Tasks comprising the job; and knowledge,

skills, and abilities (KSAs), and

responsibilities required of jobholder.

End Product: a written Job Description.

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Job Analysis

Job and its requirements

(not characteristics of person currently holding the job) are studied.

Job Analysis is the beginning point

of many HR functions.

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Job Analysis: Influencing HR Activities

Job Definition JA results in description

of duties and responsibilities of job.

Job Redesign JA often indicates when

a job needs to be redesigned.

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Job Analysis: Influencing HR Activities

Recruitment Selection and Placement Orientation Career Counseling Training

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Job Analysis: Influencing HR Activities

Employee Safety

Performance Appraisal
Compensation

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Products of Job Analysis

1. Job Description Written summary

of nature and requirements of a job.

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Job Description Contents

Date written

Job Status
Position Title Job Summary

List of Duties and Responsibilities

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Job Description Contents (continued)

Supervision Received & Exercised

Principles Contacts
Required Meetings and Reports

Career Mobility
Competency Requirements Education and Experience Required
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Products of Job Analysis

2. Job Specification Competency, educational, and experience requirements; also known as KSAs
Knowledge Skills Abilities

+ Other key qualifications not in KSAs

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Job Analysis Methods Observation

Simple JA method; used independently or

combined with other JA methods.

Motion Study (Methods Study) Time Study Work Sampling

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Drawbacks of Observation Method

Observer must be carefully trained Application is limited to jobs involving short

and repetitive cycles:

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Job Analysis Methods Interviews

Analyst interviews Jobholder(s): Unstructured interviews Structured interview Predesigned format

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Drawback of Interviews

Time-Consuming!

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Job Analysis Methods Questionnaires

Both objective and open-ended questions: Existing jobs Incumbent completes

questionnaire, checked by manager.

New jobs Completed by manager.

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Disadvantages of Questionnaires

Misinterpretation of information

(by respondent and/or analyst).

Time-consuming and expensive to

develop.

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Variation of Questionnaires Method

Incumbent writes actual job description,

subject to approval of supervisor.

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Job Analysis Methods Questionnaires

Position Analysis Questionnaire (PAQ)

Analyzes job in terms of employee activities.

6 major categories 194 descriptors, called job elements, Uses 5-point scale to analyze each

descriptor for degree to which it applies to the job.

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Position Analysis Questionnaire (PAQ)

Primary Advantages: Can be used to analyze almost any

type of job.
Relatively easy to use.
Major Disadvantage:

Length of questionnaire.

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Job Analysis Methods Questionnaires

Management Position Description

Questionnaire (MPDQ) specifically for analyzing managerial jobs.

208 items grouped into 13 categories.

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Functional Job Analysis (FJA)

Developed by DOL -- Uses standardized

statements and terms to describe job content.

Collects task statements and rates them

according to function level or orientation.

Function Level how employee interacts

with data, people, and things.

Function Orientation amount of time

(percentages) employee spends on tasks of each functional level.

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FIGURE 6-6 Approaches to Dealing with Jobs

Job Analysis Methods

Observation Interviewing

Work Sampling Employee Diary/Log

Standardized Interviews Panel Interviews

Job

Analysis Methods

Questionnaires

Computerized

PAQ, MPDQ

Systems

FIGURE -11 Sample Job Description