Job Analysis & Its

Components
Job analysis: Job analysis: The process of
describing and recording many aspects or
elements of the job. The outcome of job analysis
has two components
Job description: A written summary of task
requirements. This is the physical and
environmental characteristics of the work to be
done.
Job specification: A written summary of work
requirements (knowledge, skills, aptitudes,
attitudes)

Job Analysis: Importance &

Purpose
Legal validation of employment
decisions
Defines duties & tasks
Identifies reporting relationships
Basis for determining relative worth
of jobs
Identifies redundancy

When Job Analysis is Used

1. Most commonly for personnel selection
2. For recruitment in providing realistic job
data
3. For legal compliance
4. For performance appraisal
5. To identify job similarity for easy
transfer
6. Job evaluation
7. Job redesign and re-engineering

Types of Information
Collected
Job activities and procedures
Working conditions and physical
environment
Social environment
Conditions of employment

Job Analyses Methods

Task inventory
Observation
Interviews
Diaries
Critical incidents
Technical conference
Participant observation

Conducting A Job Analysis

Job description

Major duties performed

Percent of time devoted to tasks
Performance standards
Working conditions
Number of employees doing the job
Machines & equipment used
Job identification

Dating the analysis & job summary

Job Analysis Schedule

Job Analysis Schedule - It provides a
rating for each job on people, data
and things. It is rather global and
lacks detail as to the nature of what
the employee does with people, data
and things

Job Analysis Schedule

Dough Mixer: Operates dough mixing
machine ingredients for doughs
according to formulas. Directs other
workers in this process and cuts
dough into pieces with hand cutter
Worker Performed Ratings

Worker
Functions

Data
5

People
6

Things
2

Functional Job Analysis

A comprehensive job analysis
approach that focuses on interaction
among work, the worker and the
organization. It builds on the Job
analysis schedule.

Functional Job Analysis

Data

People

Things

synthesizing

mentoring

setting up

analyzing

instructing

operating

compiling

supervising

driving

computing

persuading

manipulating

copying

serving

tending

comparing

taking
instructiions

handling

Position Analysis
Questionnaire
PAQ relies on work oriented information or
how a job gets done. The items are
grouped into 6 dimensions
Information input
Mental processes
Work output
Relationships with other people
Job context
Other job characteristics

Sample PAQ Item Content

4.1 Communication (modified to fit slide format)
Rate the following in terms of how important the
activity is to completing the job. Some jobs may
involve several or all of the items in this section.
(DNA, 1=very minor, 2=low, 3=average, 4=high,
5=extreme)
4.1.1 Oral communication
Advising : Counseling, guiding
Negotiating: Bargaining, reaching agreements
Persuading: Influencing, selling, campaigning
Instructing: Teaching formally or informally
Interviewing: Conducting job or marketing interviews

Recent Issues
Dynamic nature of jobs
Task vs process based approaches
to job analysis
Who should do job analyses
Managerial job analysis

Backwards and Forwards.

Summing up: We considered the
importance and purpose of job analysis,
looked at various methods of doing job
analysis, steps in conducting a job
analysis, three popular methods of job
analysis, and finally, some current issues
in doing job analysis.
Looking ahead. Next time we explore the
topic of recruitment, getting people into
the organization.