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What Is Job Analysis Process of

The document discusses job analysis, which is the process of studying job positions to describe duties, responsibilities, and required skills and qualifications. It involves grouping similar positions into categories. The key aspects of job analysis covered are job description, specification, data gathering methods, evaluation, and quantitative/non-quantitative evaluation methods like ranking, grading, and point systems.

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Abdel Jhuhary-Alden Escander
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21 views4 pages

What Is Job Analysis Process of

The document discusses job analysis, which is the process of studying job positions to describe duties, responsibilities, and required skills and qualifications. It involves grouping similar positions into categories. The key aspects of job analysis covered are job description, specification, data gathering methods, evaluation, and quantitative/non-quantitative evaluation methods like ranking, grading, and point systems.

Uploaded by

Abdel Jhuhary-Alden Escander
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Alikhan D.

Cornell
Abdel Jhuhary-Alden A. Escander
PA 214- Public Personnel

JOB ANALYSIS
WHAT IS JOB ANALYSIS
 PROCESS OF:
 STUDYING JOB POSITIONS;
 DESCRIBING THE DUTIES AND RESPONSIBILITIES IN LINE WITH THE
JOBS;
 GROUPING SIMILAR POSITIONS INTO JOB CATEGORIES.
 PERTAINS TO:
 WHAT THE WORK IS;
 HOW IT IS DONE;
 WHY THE WORK IS DONE;
 LINKAGE TO OTHER JOBS;
 SKILLS REQUIRED;
 SUPERVISION AND GUIDANCE NEEDED;
 ENVIRONMENT OF THE WORK.
JOB ANALYSIS PROGRAM
 Undertaken when the organization is starting operations and changed by
the nature of operations.
 ELEMENTS:
• Company Policy and Administration of the Program;
• Job Information;
• Methods of securing Job Information.
 PARTS:
• Job Description
• Job Specification
• Verification and Confirmation
• Identification
JOB DESCRIPTION
 Describes the job, the duties performed, the skills, training, and
experience required, the responsibilities involved, the conditions under
which the job is done, and the relation of the job to the other jobs in the
organization.
JOB PROFILE
 Covers the job function or purpose, performance standard, machines and
equipment used, number of persons working on the same job.
 Describes the job in terms of key result areas and functions and roles and
competencies.
 It has less emphasis on specific duties and processes.
JOB SPECIFICATION
 Indicates the qualifications in terms of skills, experience, training, and
other special qualifications as well as the traits required of the worker to
satisfactorily perform the job.
JOB DATA GATHERING
 Questionnaires
 Interview
 Observation
 Draft and Review
JOB EVALUATION
 Process of determining the work of one job in relation to that of the other
jobs.
 Principle of Proportionality
CAUTION ON JOB EVALUATION
 Since it is just a method of establishing the equitable pay of jobs, one must
exercise different points of view between the organization and the
employees.

JOB EVALUATION METHODS


1. Non-quantitative Methods – job is compared to other jobs in terms of its
elements or component parts;
2. Quantitative Methods – job is broken down into its characteristics and
evaluated by the use of factors in a standard rating scale previously set up.
NON-QUANTITATIVE METHODS
A. The Ranking Method
-the process of comparing and simply ranking a job against others based on an
overall judgment. It is the simplest method.

NON-QUANTITATIVE METHODS
ADVANTAGES DISADVANTAGES
SIMPLICITY SUBJECTIVITY
TIME ELEMENT NO DEFINED BASIS

ACCURACY AND FACILITY FOR ADJUSTMENT RANKING ONLY


IN RANK NOT SUITED FOR ALL

NON-QUANTITATIVE METHODS
B. The Position Classification or Grade Description Method
-the process of grouping jobs by comparing each job against a
rating scale comprising several job grades.

ADVANTAGES DISADVANTAGES

SIMPLICITY SPECIFICITY

COMPREHENSIVE DISAGREEMENTS

EASILY UNDERSTOOD
DIFFICULT TO CLASSIFY
EASY TO USE
NON-QUANTITATIVE METHODS

QUANTITATIVE METHODS
A. The Point System
-the process of evaluating the job by appraising it separately against each
of the factors or characteristics. It uses rating scale.

QUANTITATIVE METHODS

ADVANTAGES DISADVANTAGES

CLEAR AND SPECIFIC NOT EASY TO CONSTRUCT

EASY TO USE NOT EASY TO EXPLAIN

FAIR TO ALL
TIME CONSUMING
BIAS IS MONITORED

QUANTITATIVE METHODS
B. The Hay Method
-the process of KNOW-HOW, PROBLEM SOLVING, and ACCOUNTABILITY. It
needs to develop a benchmarks.

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