JOB ANALYSIS

ALEJANDRE.GREGORIO.ROXAS.SISTOSO

TEAM UNO

Objectives:
1. Define the terms: job analysis, job
description, and job specification.
2. Relate how job analysis information is
used in organization productivity and
other HR functions.
3. Explain the 5 steps in conducting job
analysis.
4. Discuss 4 methods of analyzing jobs.
5. Analyze
your
job,
utilizing
the
innovations approach and formulate
your job description and corresponding

JOB
OCCUPATI
ON

POSITIO
N

Made
up
of
tasks
and
responsibilities
which,
when
considered as a whole, are
regarded as the regular assignment
of the individual employee.
A group of closely related jobs
which have many characteristics in
common.
As many employees may work at
the same job, each employee is
said to occupy a position.

JOB
DESCRIPTION

Organized, factual statement of

duties and responsibilities of a
specific job.

JOB
SPECIFICATIO
N
JOB
EVALUATION

Statement
acceptable
necessary
properly.

of
the
minimum
human
qualities
to perform a job

Systematic and orderly process of

determining the worth of a job in
relation to other jobs.

Nature of Job Analysis

A. Done through: a. intensive study

nature of

b. review of the actual

a specific job.

STEPS:
1. Determine the purpose of the
job analysis.
2. Collect
the
background
information.
3. Select representative position.
4. Collect information
5. Identify
machine,
tools,
equipment and work aids.
6. Specify performance standards.
7. Determine
personnel
requirements
and
personal
attributes, aptitudes, etc.

Nature of Job Analysis

B. Aspect of employment planning
which is concerned with study of the
jobs in an enterprise. (W.F. Glueck)
Job analysis clarify these aspects of
each job:

1. Work activities
2. Tool and Equipment
3. Work aids used
4. Job related tangibles and
intangibles
5. Work performance
6. Job context working conditions
7. Requirements necessary to do
the job

Nature of Job Analysis

C. Process
of
studying
and
collecting
information
resulting to the operations and
responsibilities of a specific
job. (E.B. Flippo)

Methods of Collecting
Job Analysis
Information

A. NARRATIVE APPROACHES
TYPE
S:

Questionnair
e

How

Adv.

worker or
supervisor or
both
Covers all
phases of the
job, its
environment
and overall
responsibilities.

1. Most rapid
2. Ensures
maximum
participation
3. Channels
employees
thinking.

1. Terminology is
inconsistent.
2. Low level
DisAd
personnel do
v.
not take time
to provide

Observatio
n

Participant/
Log

May interview
either the
supervisor or
the employee
or both.
Has a plan or
guide to follow
in questioning.

1. Analyst
makes
notes,
avoids
disturbing,
and carefully
observes the
what, how
& when of
the skill.

1. Workers
marked
daily log or
list of things
they can do
during the
day.

1. Obviates
having to
complete
questionnaires
2. Avoid the
necessity in
writing.

1. Useful in
jobs that
consist
mainly of
observable
physical
activity.

1. Provide
comprehens
ive picture
of the job.

1. Requires a
great deal of
time.
2. Expensive.

1. Difficult to
apply to
operations
that require
mental skills
& those that

1. Employee
might try to
exaggerate
some
activities.

Interview