II Job Analysis

JOB ANALYSISJOB ANALYSIS

JOB ANALYSIS (Analisis Pekerjaan)JOB ANALYSIS (Analisis Pekerjaan)

•Apa yang dimaksud dengan job analysis•Apa manfaat dari job analysis ?•Metode job analysis•Pelaksanaannya dan masalah


A Job is a pattern of tasks, duties, and responsibilities that can be done by a person

Jobs are the link between organizations and their human resources

Job - Consists of a group of tasks that must be performed for an organization to achieve its goals

Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization


What is a job?• Sekelompok posisi yang

mencakup elemen-elemen pekerjaannya, tugas-tugas dan tanggung jawab yang dicakup dalam suatu deskripsi pekerjaan

• Similar, but different concepts:– position: kombinasi kewajiban2

yang dibutuhkan oleh seseorang dalam menunaikan suatu pekerjaan.

– occupation: kategori pekerjaan yang dijumpai pada perusahaan-perusahaan.


Identifies components of job by answering 4 questions:

• What does incumbent actually do?• What are duties, responsibilities, &

performance expectations?• What KSAs (knowledge, skill and attitude) are

needed for success?• What are conditions, location, physical & social

needs, supervision needs, etc. under which job is performed?


What is job analysis?• Proses yang sistematis dari

menghimpun informasi tentang tugas, kewajiban dan tanggung jawab dari pekerjaan tertentu.

• An important part of Human Resources (HR) planning


Job analysis is systematic process for collecting (collected, evaluated, and organized) information on the important work-related aspects of a job (tasks, duties, and responsibilities)

Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization


• Provides information about jobs that distinguishes between jobs

• Provides the necessary information to distinguish between different performance levels within the job

Essential Characteristics of Job Analysis Data


Manfaat Job Analysis?

• Telaah dan Perencanaan Kerja

• Suksesi Manajemen• Pelatihan dan

pengembangan• Jalur karir• Kriteria seleksi• Evaluasi pekerjaan


Manfaat Job Analysis? Analisis penyusunan kepegawaian: Analisis penyusunan kepegawaian:

Informasi pekerjaan.Informasi pekerjaan. Desain organisasi : menganalisis elemen, Desain organisasi : menganalisis elemen,

menyusun posisi org.menyusun posisi org. Redesain pekerjaan : untuk meningkatkan Redesain pekerjaan : untuk meningkatkan

metode penyusunan pegawai, metode penyusunan pegawai, mengurangi kesalahan, eliminasi yang mengurangi kesalahan, eliminasi yang tidak perlu, perbaikan kinerja.tidak perlu, perbaikan kinerja.


Major Human Resources Management Actions that Rely on Job Analysis Information :

1. Evaluate how environtmental challenges affect individual jobs2. Eliminate unneeded job requirements that can cause discrimination

in employment3. Discover job elements that help or hinder the quqlity of work life4. Plan for future human resources requirements5. Match job applicants and job openings6. Determine training needs for new and experienced employees7. Create plans to develop employee potential8. Set realistic performance standards9. Place employees in jobs that use their skills effectively10.Compensate jobholders fairly


Siapa yang melakukan JOB ANALYSIS ?

• Pakar job analysis• Job Analyser dari luar• Supervisor• Manager• Individu yang sungguh memahami orang-orang,

pekerjaan dan keseluruhan sistem organisasi.


Pertimbangan Strategik dalam JOB ANALYSIS

• Tingkat partisipasi karyawan dalam proses job analysis.

• Pelaksanaan job analysis (rincian proses)• Waktu pelaksanaan job analysis• Keputusan penggunaan orientasi (tradisional /

masa depan)


ASPEK PEKERJAAN JOB ANALYSIS

• Keluaran pekerjaan (penyusunan staff, penetapan standar dan tujuan kerja, evaluasi nilai kerja)

• Aktivitas yang dilaksanakan. (tujuan perancangan kerja, struktur org., persyaratan kerja dan jalur karir, kebutuhan pelatihan dan pengembangan, pendefinisian kebutuhan suksesi manajemen, perencanaan tinjauan kerja.


ASPEK PEKERJAAN JOB ANALYSIS

• Kompetensi (definisi persyaratan kerja untuk seleksi, penempatan, jalur karir, rencana desain org. kebutuhan pelatihan).

• Struktur balas jasa (administrasi gaji).


Tasks Responsibilities Duties

Job Analysis

Job Descriptions

Job Specifications

Knowledge Skills Attitudes

• Human Resource Planning

• Recruitment

• Selection

• Training and Development

• Performance Appraisal

• Compensation and Benefits

• Safety and Health

• Employee and Labor Relations

• Legal Considerations

• Job Analysis for Teams

Job Standards

Processes of Job Analysis

Job Analysis:The determination through observation and study, of

pertinent information about a job, including specific tasks and necessary abilities, knowledge, and skills

Job Description:The formal, written description of a specific job,

such as the job title, tasks to be performed, physical and mental skills required, duties, and responsibilities

Job Specification:The written description of the qualifications

necessary for a specific job, such as education, experience, personal characteristics, and physical characteristics


Don’t Mix These Up!!• Job Analysis: Proses yang sistematis dari

menghimpun informasi dari tugas, kewajiban dan tanggung jawab dari pekerjaan tertentu.

• Job Description: pernyataan faktual dan terorganisasi perihal kewajiban dan tanggung jawab pekerjaan tertentu.

• Job Specification: menunjukkan kualitas yang disyaratkan bagi pelaksanaan yang dapat diterima.

• Job Evaluation: proses sistematik dan beruntun untuk menentukan nilai suatu pekerjaan (menentukan kompensasi).

Job DescriptionsJob Descriptions

A Job Description is a written statement that explain the duties (what the job is, how it is done and why), working conditions and other aspects of a specified job.

It’s a profile of the job

Job SpecificationsJob Specifications

A Job Specification describes the job demands on the employees who do it and the human skills that are required (experience, training, education and the ability to meet physical and mental demand).

It’s a profile of the human characteristics

Job StandardsJob Standards

Job Standards are a key part of any control system (standards, measures, correction, and feedback) which have two functions: first; become the targets for employee efforts, second; used as criteria against which job success is measured.

It’s a target as well as criteria


TEKNIK JOB ANALYSIS• Observasi

– Analisis Pekerjaan Fungsional• Wawancara• Kuesioner

– Kuesioner disesuaikan– Kuesioner Informasi Analisis Pek.– Kuesioner lengkap– Kuesioner analisis posisi

• Catatan harian karyawan.

OBSERVASIMengobservasi orang yang melaksanakan

pekerjaanPekerjaan diasumsikan konstan sepanjang

waktu.Tujuan : untuk menganalisis persyaratan dari

pekerjaan, bukan menilai.

Analisis Pekerjaan FungsionalThe Department of Labor

Job analyst uses observation methods to gather information about an employee

Information organized into 3 categories Data People Things

Contoh Analisis Pekerjaan FungsionalWork Functions

Data Orang Barang

0. Pensintesaan 0. Penasihatan 0. Penetapan

1. Koordinasi 1. Negosiasi 1. Bekerja cermat

2. Analisis 2. Instruksi 2. Pengendalian

3. Pengumpulan 3. Penyeliaan 3. Dorongan

4. Komputasi 4. Peragaman 4. Manipulasi

5. Penyalinan 5. Pembujukan 5. Pemeliharaan

6. Pembandingan 6. Pembicaraan 6. Pemberian

7. Pelayanan 7. Penanganan

8. Melayani

Skor ditemukan dengan melakukan observasi, nilai 0 untuk nilai tertinggi

WAWANCARAAda 3 jenis ( inidividu, kelompok karyawan,

kelompok supervisor)Validitas tgt pada :

Penggunaan metode sistematikSampel yang diambil

Kelemahan : distorsi informasiDiperlukan informasi tambahan.

KUESIONERKuesioner yang disesuaikan dengan aktivitas

organisasi.Kuesioner terbitan Informasi untuk membongkar tugas,

tanggung jawab, kemampuan, standar kinerja pekerjaan.

Kuesioner : analisis kuantitatif

KUESIONER ANALISIS POSISI

Position Analysis Quest. Berisi 194 butir (6 dimensi), menggambarkan pentingnya suatu unsur dasar.

PAQ menyajikan skor kuantitatif:Informasi inputProses mentalOutput kerjaRelationshipJob contex

Catatan Harian KaryawanPencatatan secara berkala tugas, aktivitas

karyawanAnalisis yang membutuhkan waktu, ketelitian

yang tinggi dan biaya yang mahal.Berguna untuk menganalisis struktur kerja,

organisasi, persyaratan staff, kebutuhan pelatihan.

KRITERIA TEKNIK JOB ANALYSIS

Keandalan (reliability) : Ukuran konsistensiValiditas : ukuran akurasi

Menghimpun data dari kary dan superv.Tujuan analisis

Masalah2 dalam JOB ANALYSIS

Ketakutan karyawan (ancaman pekerjaan, tingkat gaji, tingkat produksi).

Mengumpulkan informasi yang mutakhir.

Keberhasilan JOB ANALYSISKomitmen manajemen puncakKeterlibatan serikat pekerjaKeterlibatan karyawanKomunikasi yang efektifPenugasan personalia untuk pelaksanaanPenggunaan pakarPengumpulan data Penggunaan alat dan teknik yang tepat.Penggunaan komite untuk pengawas.

General familiarity with organization and type of work

Job identificationQuestionnaire development

Data collection

Application :• Job

descriptions• Job

specifications• Job standards

Addition to HRIS

Base information for :• Job design• HR planning• Recruitment, selection

and training• Performance evaluation• Compensation and benefit• EEO Compliance


Job design is a systematical process by which jobs are characterized and engineered based on its elements to gain organizational productivity and employee satisfaction

Organizational elements

Environmental elements

Behavioral elements

Job designProductive

and satisfying job

Feedback

JOB DESIGNJOB DESIGN

Organizational elements

Environmental elements

Behavioral elements

Efficiency

Mechanistic approach Work flow Work practices Ergonomics

Potential employee and values

Individual needs

Autonomy Variety Task identity Task significance Feedback

Employee abilities and availability

Social cultural expectations

JOB DESIGNJOB DESIGN

JOB REDESIGN

UNDERSPECIALIZATION

OVERSPECIALIZATION

Job rotation Job enlargement Job enrichment Autonomous work

teams

Work simplification Reengineering

JOB REDESIGNJOB REDESIGN

• Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker

• Job enlargement - Changes in the scope of a job to provide greater variety to the worker

• Reengineering - Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed



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II Job Analysis

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