02 job analysis job analysis

JOB ANALYSIS JOB ANALYSIS

Objectives •Societal •Organizational •Functional •Personal

Compensation and Protection

Development and Evaluation

Employee Relation and Assessment

Preparation and Selection

Frameworks and Challenges

Organizational

Feedback Challenges

HRM Model & Subsystem


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


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


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?


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

General familiarity with organization and type of work

Job identification

Questionnaire 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



• 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

Job Descriptions Job 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 Specifications Job 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 Standards Job 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

BREVARD GENERAL HOSPITAL JOB DESCRIPTION

Job tittle : Job Analyst Date : January 3, 1996 Job Location : Personnel Departement Job Code : 166.088 Author : John Doakes Job Grade : 8 Status : Exempt Job Summary: Collect and develops job analysis information through interviews, questionnaires, observation, or other means. Job Duties:

Design job analysis schedules and questionnaires. Collect job information. Interacts with workers, supervisors and peers. Writes job descriptions and job specification Reports safety hazards to area manager and safety departments.

Working Conditions: Works most of the time in well-ventilated modern office. Data collection often requires on site work under every working condition found in

company. Works standard 8 am to 5 pm, except to collect second-shift data and when travelling (one to three days per month) The above information is correct approved by: ______________________ _________________________ Job analyst Department Manager

JOB SPECIFICATIONS

JABATAN : WAITER 1. Pendidikan Minimal : D 3 / Perhotelan 2. Pelatihan Minimal : Training bahan dan cara penyajian makanan 3. Pengalaman Minimal : Sebagai Trainee di hotel minimal 6 bulan 4. Persyaratan Fisik : Sehat fisik dan mental, Tinggi minimal 160 cm 5. Persyaratan Jenis Kelamin : - 6. Persyaratan Usia Minimal : 21 tahun Maksimal : - 7. Persyaratan Sikap & Perilaku : Sopan santun, teliti, hati-hati dan cekatan

(gesit)

JOB PERFORMANCE STANDARD

JABATAN: Kepala Seksi Perakitan TV TUGAS: Memenuhi Jadwal Produksi Harian • Kelompok kerja memproduksi tidak kurang dari 300 unit per hari kerja • Rata-rata tingkat “reject” per bulan dari output yang dihasilkan tidak lebih dari 2% • Lembur mingguan tidak melebihi dari 5 jam kerja efektif.

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 design Productive and satisfying job

Feedback

JOB DESIGN JOB 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 DESIGN ELEMENTS JOB DESIGN ELEMENTS

JOB REDESIGN

UNDER SPECIALIZATION

OVER SPECIALIZATION

Job rotation Job enlargement Job enrichment Autonomous work

teams

Work simplification Reengineering

JOB REDESIGN JOB 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



PLAN

DO

CONTROL

02 job analysis job analysis

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