KRISTINE ANNE S.

OCOY
 WHAT IS JOB
ANALYSIS?
Job analysis is the process of gathering and analyzing information  about  the 
content  and  the  human requirements of jobs, as well as, the context in which
jobs are performed.
One or more information of the following are collected in
Job Analysis:

Work activities > job’s actual work activities (e.g., selling,

painting)
Human Behaviors > human behaviors the job requires
(e.g., communicating, lifting weights)
Machines, tools, equipment, and work aids
Performance standards > in terms of quality and
quantity
Job context > physical working conditions, work
schedule, and incentives
Human requirements > knowledge or skills and personal
attributes
HR ACTIVITIES

WRITING JOB EMPLOYEE TRAINING

DESCRIPTIONS SELECTION Employee training is defined
as a planned set of activities
A job description contains the Employee selection, also
for imparting knowledge to
following components: job title, known as candidate
employees, such that it leads
job purpose, job duties and selection, is the process of
to a growth in job skills
responsibilities, required finding a new hire best
required for organizational
qualifications, preferred suited for the role in
growth.
qualifications, and working question.
conditions
HR ACTIVITIES

PERSONPOWER JOB CLASSIFICATION JOB EVALUATION

PLANNING Classification (also known as Job evaluation is the process
Job Evaluation) is a systematic of comparing a job against
Personpower planning is to
process of evaluating the other jobs within the
determine employees' mobility
duties, responsibilities, scope, organization to determine the
within an organization, that is
and complexity of a position appropriate pay rate.
looking into other jobs that
employees can be expected description to determine the
to be eventually promoted job title that most
and become successful. appropriately matches the job
specifications and standards.
Performance
Appraisal Performance appraisal is a process for
evaluating and documenting how well an
employee is carrying out his or her job.
It is part of a company's performance
management system. Performance appraisals
are based on the employee's progress against
goals set once a year with his or her
manager.
Job
Design Job design is the process of establishing
employees' roles and responsibilities and the
systems and procedures that they should
use or follow.
The main purpose of job design, or redesign,
is to coordinate and optimise work processes
to create value and maximise performance.
UNIVERSITY OF SOUTHERN MINDANAO

THE BASICS OF
JOB ANALYSIS
WELROSE H. AROMBO
3 AB PSYCHOLOGY-A
 THE BASICS OF JOB
ANALYSIS

Recruitment Performance Training and

and Selection Analysis Development
Need Analysis

Compensation Job Designing and

Management Redesigning, Enrichment,
Enlargement Insert Running Title 9
 ICE BREAKER!

MANAGER EMPLOYEE
HR
ORGANIZATION
STAFF
EMPLOYER
SALARY
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RECRUITMENT AND
Job Analysis helps in determining
SELECTION what kind of person is required to
perform a particular job. It points
out the educational qualifications,
level of experience and technical,
physical, emotional and personal
skills required to carry out a job in
desired fashion. The objective is to
fit a right person at a right place.

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PERFORMANCE Job analysis is done to check if
ANALYSIS goals and objectives of a
particular job are met or not. It
helps in deciding the performance
standards, evaluation criteria and
individual’s output. On this basis,
the overall performance of an
employee is measured and he or
she is appraised accordingly.

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 Job Analysis can be used to assess
TRAINING AND the training and development needs
DEVELOPMENT of employees. The difference
between the expected and actual
output determines the level of
training that need to be imparted to
employees. It also helps in
deciding the training content, tools
and equipments to be used to
conduct training and methods of
training.
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 Of course, job analysis plays a vital
COMPENSATION role in deciding the pay packages
MANAGEMENT and extra perks and benefits and
fixed and variable incentives of
employees. After all, the pay
package depends on the position,
job title and duties and
responsibilities involved in a job.
The process guides HR managers in
deciding the worth of an employee
for a particular job opening.
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JOB DESIGNING AND The main purpose of job analysis

is to streamline the human efforts

REDESIGNING
and get the best possible output. It

helps in designing, redesigning,

enriching, evaluating and also

cutting back and adding the extra

responsibilities in a particular job.

This is done to enhance the

employee satisfaction while

increasing the human output.

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Therefore, job analysis
is one of the most
important functions of
an HR manager or
department. This helps
in fitting the right kind
of talent at the right
place and at the right
time.

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UNIVERSITY OF SOUTHERN MINDANAO

METHODS FOR
COLLECTING
JOB ANALYSIS
INFORMATION
 INFORMATION COLLECTION
Performance standards

Knowledge, skills and abilities Knowledge, skills and abilities

(KSAs) needed (KSAs) needed

Financial budgeting and impact Work activities and behaviors

Supervision provided and Interactions with others (internal

received and external)

Machines and equipment used Working conditions

18
METHODS

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 This method produces reasonable
job requirements with input from
employees and managers and helps
1. analyze many jobs with limited
resources.
OPEN-ENDED
QUESTIONNAIRE

These questionnaires allow only

specific responses aimed at
determining the frequency with
which specific tasks are performed,
2. their relative importance and the
skills required. The structured
HIGHLY STRUCTURED questionnaire is helpful to define a
QUESTIONNAIRE job objectively, which also enables
analysis with computer models.

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 In a face-to-face interview, the
interviewer obtains the necessary
information from the employee
3 about the KSAs needed to perform
. the job.
INTERVIEW

Employees are directly observed

performing job tasks, and
4 observations are translated into the
. necessary KSAs for the job.
OBSERVATION Observation provides a realistic
view of the job's daily tasks and
activities and works best for short-
cycle production jobs.

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 A record maintained by the employee and
5 includes the frequency and timing of
. tasks. The employee keeps logs over a
WORK period of days or weeks.
DIARIES/LOGS

A competency-based job analysis,

differs from the traditional job
6 analysis, which focuses solely on the
. evaluation of tasks, duties and
BEHAVIORAL responsibilities.
EVENT INTERVIEW

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Writing a Job Description
Valiente, Jevee D.

1 2
9

3
What is Job
Description? Short
Written summary
result of of job in
Job 2-5 pages
Analysis in length

2 3
1

4
 Short
Written
summary
result of of job in
Job 2-5 pages
Analysis in length

2 3
1

4
 Its eight section:

Tools
Work
Brief
And Job
Job
Work
Compensation
Job Title
Activites
Summary Information
Competencies
Context
Performance
Equipment
Used

3 4
2

5
 Its eight section:

Work
Activites Work
Performance
Job
Job Title Competencies
Tools
Job
And Context
Brief Equipment
Used Compensation
Summary Information

3 4
2

5
An accurate title describes the nature of the job,
its power and status level, and the competencies
needed to perform the job.

4 5
3

6
2
e nature of the job,
d the competencies
the job.

4 5
3

6
 Li
p ose a c st s
u r tiv of
re a nd p . iti ta s
es
Natu f the job inv ks an
O olv d
ed
.

5
4
6
7
3
 Section where the Brief description on
Tools and equipment and tools how the performance
used in work is evaluated and work Work
Equipment standards of an
activities are Performance
Used included. employee.

Description of the
environment and any
6 7
Section about
determining salary.
relevant information
5
Job about the job. Compensation
Context Information

8
 Knowledge, Skills,
Abilities, and Other
characteristics to
perform the job.

7
6
8
9
5
 8
7 9
6

1
The End.
5 6
4

7
 UNIVERSITY OF SOUTHERN MINDANAO

Writing Job Specifications

Drysdale Hanz Perez
 What is a Job Specifications?

• A job specification is a list of education, skills,

experience, and traits needed by candidates to
complete their job responsibilities and be successful
with employers.

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 Four components that should be included in a job specification

• 1. QUALIFICATIONS & EDUCATION

• 2. SKILL REQUIREMENTS
• 3. EXPERIENCE
• 4. PERSONALITY TRAITS

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 Steps to follow to write a job specification
•Analyse the job description to decide if education and
qualifications are required to perform the role.
•Review the job title and job description to determine the
seniority of the role and its degree of specialisation. This will help
you judge the years of experience talent needs to be successful in
the position.

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 Steps to follow to write a job specification
•Read the job description and speak to a line manager or existing employee
to create a list of required skills.
•Review your company summary, mission, values, and job description to
identify soft skills and personality traits.
•Check that the job specification does not include discriminatory terms or
mentions race, sexual orientation, gender, age, or religion.

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 Job specification purposes
•Help a job seeker with their job search and decide if they are
eligible to apply for a role with your organization.
•Help recruiters during the selection process.
•Create a record of skills needed to complete a job.
•Create a document that defines situational and behavioural
expectations.

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 Job specification objectives
•Highlight the necessary skills and education to perform tasks.
•Create a framework for identifying the best talent.
•Create a framework for screening candidates.
•Help managers and HR appraise employee performance.

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Competencies
Model
Knowledge Skills Abilities Other
Characteristics
Factual and Capabilities Stable
procedural require to characteristics traits that do not fit
information that perform tasks includes cognitive into the other
can be applied accurately sensory and categories
physical abilities
Competency
A knowledge, skill, ability or
other characteristics commonly
referred to as KSAO that when
applied in a apparopriate roles
it help achieve a desired results.
 COMPETENCIE
CRITERIA
S
Core Technological

apply to all jobs in they are specific to

an organization or particular jobs or
profession roles
COMPETENCIE
SAPPLIED
Human Resource
competency models play an important role in the
selection, training and appraisal of HR and other
professionals
Organizations
can use competency models to help structure
themselves and their teams to align what is
needed for successful performance