CHAPTER 2

JOB ANALYSIS
Definition
 “Job Analysis is a process of studying
and collecting information relating to
the operations and responsibilities of
a specific job”. Filippo
 “Job Analysis is the procedure for
determining the duties and skill
requirements of a job and the kind of
person who should be hired for it.”
Gary Dessler
Definition

“Job analysis is the systematic process

of determining the skills, duties and
knowledge required for performing jobs
in an organization.”
R.Wayne Mondy
 Job & Position
 Job: Group of tasks, duties and
responsibilities performed by a group
of employees to achieve the
organizational goals and targets.
 Position: collection of tasks and
responsibilities performed by single
person.
6 Quesitons asked in job analysis

1. What physical and mental tasks does

the worker accomplish?
2. When is the job to be completed?
3. Where is the job to be accomplished?
4. How does the worker do the job?
5. Why is the job done?
6. What qualifications are needed to
perform the job?
 “Occasions” job analysis is
performed
 New firm
 New jobs
 New technology, methods,
procedures or systems.
JOB DESCRIPTION (JD)

 “Job Description is a document that

provides information regarding the
essential tasks, duties, responsibilities and
accountabilities of a particular job.”
R.Wayne Mondy
 Job Description “is an organized and factual
statement of the duties and responsibilities
of a specific job.”
 Dessler
Job Description includes the
following
 Identification of the job:
 Title of job
 Section/department
 Grade and hierarchy
 Summary of job functions:
 Responsibility and communication
 Job contents includes:
 What is done
 How it is done
 Why it is done
 What standard performance is necessary
 Conditions of employment
 Training required
JOB SPECIFICATION (JS)

 It is a list of job’s “human

requirements” that is, the education,
skills, personality and so on – another
product of job analysis.
JOB SPECIFICATION (JS)

 “Determines and indicates the

minimum human qualifications which
are considered necessary for
performance of a particular job”.
 Resons for conducting Job
Analysis
1. Staffing
2. Training and Development
3. Performance Appraisal
4. Compensation
5. Safety and Health
6. Employer and labor Relations
Job Analysis Methods

 Questionairs
 Interviews
 Observations
 Employee recording
 Combination of Methods