Job analysis

and

Job description

Job analysis is the process of studying jobs to gather, analyze, synthesize and report information about job responsibilities and requirements and the conditions under which work is performed.

Modified from Heneman and Judge (2009)

Job analyst performs the job duties as described by job incumbent and/or supervisor.

First-hand exposure to job tasks and context provides rich, relevant data.

Time-consuming. Potential safety risks. Assumes a certain level of skill to perform the

tasks.

is the first step in job evaluation and requires investigation each job skills and personal attributes

required to perform the job satisfactorily.

Preparation of job description and job specification

Serves as a basis for orienting and training employees regarding their specific duties

It is used in job evaluation It clarifies lines of responsibility and authority It provides a method of comparing rates of

jobs (wage and salary) survey

Identifying the job completely and accurately

Describing the task of the job Indicating the requirements for its

successful performance

Observation method

Individuals interview method

Group interview methods

Structured questionnaire methods

Technical conference methods

Diary method

Job description:◦ Systematic, detailed summary of job tasks, duties and

responsibilities.◦ Assures that employees and managers are on the same

page regarding who does what. Job specification:◦ Detailed summary of qualifications needed to perform

required job tasks. Performance standards:◦ Establishes the level of satisfactory performance.

The job description should include at least the following elements:◦ Job title.◦ Job code.◦ FLSA status.◦ Job summary.◦ Essential job duty task statements.◦ Job context or any unusual elements.◦ Date created.◦ Revision number and date.

1- job title

2- Date

3 – Requirements

A- position requirement B- professional requirement

4- Position summary

Arrange duties and responsibilities in logical orders.

State duties and responsibilities clearly and concisely

Limit the use of the word ''may''

Be specific to show kind of work, complexity, skills required, and use action words as analyze, gather….

Whenever significant changes are introduced into the requirements and responsibilities.

When many changes in the dynamic environment of health care agency.

Many organizations schedule a periodic audit of all jobs to updating job description

The job specification should include at least the following elements:

Job title.Job code.Job summary.Knowledge required to perform job.Skills required to perform job.Abilities required to perform job.Education required.Experience required.Licensure required or certification desired to perform the job.Date created.Revision number and date.

1-The more popular approach is to base them on educated guesses of people like supervisors or

personnel manager

.2-The second method is more accurate and is based on statistical analysis.

Performance standards define the level of expected quality and quantity of work produced on the job.

Line managers’ input in developing performance standards is essential.

Standards must be consistent and reasonable.

Performance standards help the employee gauge performance on the job.

defined as a systematic method of appraising the worth or value of each job in relation to all other

jobs in the same organization. It built upon and job analysis and job

description

1-To identify factors or conditions that place one job higher than another in a value hierarchy.

2-To determine the relative worth of each job as a basis for equitable pay differentials.