Reported by:
Chona H. Torres
IR 212
3 December 2013
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What is Job Analysis?
• A process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties to a given job.
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What is Job Analysis?
• It is the reduction of a job into duties, tasks, and elements for the purpose
of establishing a job description, job specifications (required KSA) or a
personnel procedure (recruitment, selection, performance appraisal,
training, compensation).
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Why Perform Job Analysis?
• Being the foundation upon which Human Resource Management sits, it
as a potential use for every major personnel function
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QUESTIONS ASKED IN JOB ANALYSIS
WHAT? HOW? WHY?
• This seeks to find out • This involves knowing the • This is a question often
what the worker is methods and procedures ignored by some job
actually doing. as well as the equipment analysis.
used to carry out the
specific tasks and • Knowing why tasks are
responsibilities of the done in a certain
jobs that are being manner, however, will
analyzed. help us understand the
importance of the job,
• The environment under the efforts required
which the job occupant (mental and physical),
carries out his or her job and other vital factors
is also included in the that will later be used as
”how” analysis. basis for job evaluation.
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Competencies of Job Analysts
• Persons with analytical ability
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JOB ANALYSIS PROCESS
1. Determine what you want the information for. This helps the job
analyst to be more focused on specific areas of concern.
2. Identify the target jobs to be analyzed. In job evaluation, the choice
would be to analyze the whole array of jobs in the organization or an
identified set of jobs that are part of the job evaluation project.
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JOB ANALYSIS PROCESS
5. Do the job analysis. This step involves using some method or
a combination of methods to collect information regarding the
tasks and duties performed.
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Data Gathering Techniques
1. Using a questionnaire - a structured or semi-structured job analysis
questionnaire is designed to capture the key areas that the analyst
wants to study depending on the purpose of the job analysis.
2. Interview – a method of collecting information from job incumbents
with the job analyst asking them to describe the tasks and duties they
perform.
There are two types of interviews:
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Data Gathering Techniques
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Data Gathering Techniques
5. Using a combination of methods – any of these methods may
be combined together to gather job data. While it offers to the
job analyst is that he can be assured he is getting the right
information.
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Job Analysis Methods
Task-Oriented Methods Worker-Oriented Methods
(Job-Oriented) -Emphasize what human attributes are
-Emphasize the conditions and results of needed for successful job performance
work and are characterized by specific -Describe jobs in terms of their general
statements that focus on what is work behaviors that characterize the
accomplished by the worker work or work environment
• Functional Job Analysis (FJA) • Common Metric Questionnaire (CMQ)
• Hierarchical Task Analysis (HTA) • General Work Inventory (GWI)
• Task Inventory (TI) / Comprehensive • Critical Incident Technique (CIT)
Occupational Data Analysis Programs
(CODAP)
• Position Analysis Questionnaire (PAQ)
• Management Position Description
Questionnaire (MPDQ)
• Work Profiling System (WPS)
• Fleishman Job Analysis Survey (F-JAS)
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Job Analysis Methods
Task-Oriented Methods (Job-Oriented)
Functional Job Analysis (FJA) - is a task analysis technique that distinguishes
between what gets done on a job and what workers do to get the job done. FJA
uses seven scales to describe what workers do in their jobs. Each scale has
several levels that are anchored to specific behavioral statements and
illustrative tasks.
1. Things – interaction with and response to tangibles
2. Data – functions with information
3. People – interactions, communications, and interpersonal actions
4. Worker Instructions – deals with evaluative judgments on such major
constructs as task importance, critically, and significance
5. Reasoning – includes personal contact, human interaction, and
degrees of sensitivity to others
6. Math
7. Language 13
Job Analysis Methods
Task-Oriented Methods (Job-Oriented)
FJA - an evaluation process that identifies the physical demands of work.
- a structured, individualized method of work categorization that analyzes
the worker, the work, and the worksite.
FJA may be accomplished following these steps:
1. Identify the job to be analyzed.
2. Break the job into tasks.
3. Write task statements.
4. Describe the tools, equipment, or work aids that are used by the performer
• Data can be gathered from a number of sources including observations and job
descriptions
• Describes the task in terms of hierarchy of operations and plans based on a
structure chart notation
• This method produces a three-tiered hierarchy of task analysis:
1. goals (external task) – the system states what the person wishes to achieve
3. operations or actions – different things that a person must do within system; simple
tasks that have no control structure
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Job Analysis Methods
Task-Oriented Methods (Job-Oriented)
Task Inventory /Comprehensive Occupational Data
Analysis Programs TI/CODAP)
• A computerized method for job analysis
• Based on the assumption that one begins by defining all jobs of interest down
to the task performance level
• Identifies the “task list” as the primary anchor for job data which is
augmented and modified by other background items such as equipment used
or current job classification
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Job Analysis Methods
Worker-Oriented Methods
Common Metric Questionnaire (CMQ) has five (5) components:
1. Background - has 41 general questions about work requirements such as travel,
seasonality, and licensure requirements
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Job Analysis Methods
Worker-Oriented Methods
Critical Incident Technique (CIT)
• Requires participants to describe in detail incidents where they
succeeded or failed to achieve an objective
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Job Analysis Methods
Worker-Oriented Methods
Position Analysis Questionnaire (PAQ)
• Structured questionnaire consisting of 195 items, each requiring a rating
• Takes about 2 hours to complete and the items fall into 5 categories:
1. Information Input (where and how the worker gets information)
2. Mental Processes (reasoning and other processes that workers use)
3. Work Output (physical activities and tools used on the job)
4. Relationships with other persons
5. Job context (the physical and social contexts of work)
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Job Analysis Methods
Worker-Oriented Methods
Position Analysis Questionnaire (PAQ) is based on the
following assumptions:
• All jobs have job elements (behavioral requirements, work conditions and
job characteristics) that have commonality across jobs
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REFERENCES:
• Aganon, Marie E. (2008). Job Evaluation & Strategic Compensation. Quezon City: Central
Book.
• Armstrong, Michael and Angela Baron. (1997). The Job Evaluation Handbook. London.
Institute of Personnel and Development.
• McCormick, Ernest J. 1979). Job Analysis: Methods and Applications. New York: American
Management Association.
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