7/25/2019 A Case Study on Job Analysis With Answers
1/1
The manager of the finance department has asked you to carry out
a job analysis of the other employeesin your department.
QUESTIONS
(a) Briefly explain what is meant by the term job analysis. !
marks"(b) Briefly explain the four stages involved in carrying out
a job analysis. ! marks"(c) Identify and briefly explain the
information you would expect to collect during the job
analysisinvestigation (12 mars)
#ob analysis is an important part of other descripti$e documents
%hich relate to the job itself. &efore anyother job related
tasks such as a job description or performance measures can be
undertaken' the jobmust be carefully analysed and described.
(rofessional accountants need to understand that job
analysisunderpins a great deal of other human resource issues.
(a) !ob analysis may be described as"The process of collecting'
analysing and setting out information about the content of jobs in
order topro$ide the basis for a job description and data for
recruitment' training' job e$aluation and performancemanagement.
#ob analysis concentrates on %hat job holders are e)pected to
do.(Students are notexpected to remember the exact definition but
are expected to be able to provide a brief
explanation of the term).
(b)# job analysis must be carried out systematically in order to
obtain the facts about the job.$here are four stages which are"
Stage *+ Obtain all the necessary rele$ant and appropriate
documentation.Stage ,+ -sk managers about the purpose and more
general aspects of the job' its main acti$ities and
theresponsibilitiesin$ol$ed.Stage + -sk the same /uestions of the
job holders since perceptions may differStage !+ -ctually obser$e
the job holders at %ork.
(c) The information that %ould be collected during the job
analysis in$estigation takes a logical'purposeful approach.
The purpose of the job. Not ob$ious0 1or e)ample' access to and
pro$ision of financial information has tobe seen %ithin the conte)t
of the %hole organisation.
The content of the job. The tasks that are e)pected to be
undertaken. 1or e)ample' payment of staff %illin$ol$e many
different tasks related to payroll.
The accountabilities of the job. The results for %hich the job
holder is responsible' much as in the same%ay as the task.
The performance criteria. This is the measurements" by %hich the
job holder is judged and may bebased on task related matters such
as %ork accuracy.
The responsibility of the job. This indicates the importance of
the job and may be measured in terms ofdecision making
responsibility' accountability' discretion and programmed or
unpredictable routines.
The organisational factors. To %hom does the job holder report
and %hether by direct line managementor function.
The developmental factors. These are the promotion and career
prospects of the job.
The environmental factors. 2orking conditions' security and
safety needs and re/uirements.
