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2. Job Analysis

What is Job Analysis (JA)?

•  Job Analysis is a primary tool to collect job-related data. It is a process to identify and

determine in detail the particular job duties and requirements and the relative importance of

these duties for a given job.

*Note; ‘Relative Importance’- a job being measured or stated relative to another job

•  The process results in collecting and recording two data sets including job description and job

specification. It is necessary to define them accurately in order to fit the right person at the right

place and at the right time.

Job Description 

Job description includes basic job-related data that is useful to advertise a specific job and attract a pool

of talent.

Purpose of Job Description 

•  To  collect job-related data in order to advertise for a particular job. It helps in attracting,

targeting, recruiting and selecting the right candidate for the right job.

• 

To determine what needs to be delivered in a particular job. It clarifies what employees are

supposed to do if selected for that particular job opening.

•  To determine what kind of candidate is required by a particular department or division to

perform a specific task or job.

•  It also clarifies who will report to whom.

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*Note; 

•  Chain of command: The order in which authority and power in an organization is wielded and

delegated from top management to every employee at every level of the organization.

•  Unity of command: The term refers to the principle that a subordinate should have one and

only one superior to whom he or she is directly responsible.

Job Specification 

Job specification is a written statement of educational qualifications, qualities, experience,

physical, emotional, technical and communication skills required to perform a job. It also includes

general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional

ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification 

• 

Helps candidates analyze whether they are eligible to apply for a particular job vacancy or not

•  Helps the organization understand what level of qualifications, qualities should be present in a

candidate to make him or her eligible for the job.

•  Helps in selecting the most appropriate candidate for a particular job.

Importance of JA

Job description and job specification are two integral parts of job analysis. They define a job fully and

guide both employer and employee on how to go about the whole process of recruitment and selection.

Both data sets are extremely relevant for creating a right fit between job and talent, evaluateperformance and analyze training needs and measuring the worth of a particular job.

Purpose of Job Analysis 

To establish and document the ' job relatedness' of employment procedures such as training, selection,

compensation, and performance appraisal

*Note;

Job Relatedness 

The foundation of effective human resource management-requires that all employment decisions be

based on the requirements of a position. The criteria used in hiring, evaluating, promoting, and

rewarding people must be tied directly to the jobs performed. For example, a policy that all office

managers must be female would violate job relatedness because gender is irrelevant to the job.

Conversely, hiring only young females to model clothing designed for teenage girls is a job-related

practice and thus reflects sound human resource management. Central to the principle of job

relatedness is person-job matching.

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1. Determining Training Needs 

Job Analysis can be used in training/"needs assessment" to identify or develop:

  training content

  assessment tests to measure effectiveness of training

  equipment to be used in delivering the training

 

methods of training (e.g. small group, computer-based, video, classroom...)

2. Compensation 

JA can be used in compensation to identify or determine:

  skill levels

  compensable job factors

  work environment (e.g., hazards; attention; physical effort)

  responsibilities (e.g., fiscal; supervisory)

  required level of education (indirectly related to salary level)

*Note;

Compensation:

Something such as money, given or received as payment or reparation, as for a service or loss.

3. Performance Review 

Job Analysis can be used in performance review to identify or develop:

  goals and objectives

  performance standards

  evaluation criteria

  length of probationary periods

 

duties to be evaluated

4. Recruitment & Selection Procedures 

JA can be used in selection procedures to identify or develop:

   job duties that should be included in advertisements of vacant positions

  appropriate salary level for the position to help determine what salary should be offered to a

candidate;

  minimum requirements (education /experience) for screening applicants

  interview questions

  selection tests/instruments (e.g. written tests/oral tests/job simulations)

  applicant appraisal/evaluation forms

  orientation materials for applicants/new hires

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What aspects of a job are analyzed?

JA should collect information on the following areas:

•  Duties and Tasks 

The basic unit of a job is the performance of specific tasks and duties. Information to be collected about

these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc.

•  Environment 

This may have a significant impact on the physical requirements to be able to perform a job. The work

environment may include unpleasant conditions such as offensive odors and temperature extremes.

There may also be definite risks to the incumbent such as noxious fumes, radioactive substances, hostile

and aggressive people, and dangerous explosives.

•  Tools and Equipment 

Some duties and tasks are performed using specific equipment and tools. Equipment may include

protective clothing. These items need to be specified in a Job Analysis.

•  Relationships 

Supervision given and received, Relationships with internal or external people.

•  Requirements 

The knowledge, skills, and abilities (KSA's) required performing the job. While an incumbent may have

higher KSA's than those required for the job, a Job Analysis typically only states the minimumrequirements to perform the job.

Reference

•  http://www.job-analysis.net/G000.htm

•  https://hrstar.wordpress.com/human-resource/human-resource-management/job-relatedness/

•  http://hr.unl.edu/compensation/nuvalues/jobanalysis.shtml/

•  https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/

• 

http://todaycut.com/the-difference-job-description-vs-job-specification-vs-job-analysis/

Charuhasini Wathuge, Fac. Of Eng. , SLIIT Last Update: 9/7/2015