JOB ANALYSIS & JOB DESCRIPTIONS PRESENTATION

ardhita banu adji(112420032)amalia wira pratiwi (112420007)

abdullah azzam( 112420002)hilman satriana (112420011)

muhammad ihsan (112420009)(group 7)

Overview

Job descriptions and Job analyses are so important to HR functions, evaluating the quality of these two tools and how well they fit together is important. Job descriptions are meant to be developed from job analysis data

What is Job analysis?

A job analysis is defined as the collection of data on job-oriented behaviors, worker-oriented behaviors, behaviors involved in interactions with machines, materials, and tools, methods of evaluating performance, job context and personnel requirements

What is the purpose of job analysis?

Job analysis is one of the most widely used organization job analyses are designed to obtain a description of job behaviors and provide a foundation for HR functions. state that job analyses are used for everything from creating job descriptions and developing training to determining efficiency and conducting workforce planning on all data collection techniques,

Why Job analysis is important?

Job analyses are essential to HR because they are the means for the development of all HR functions

how the person completing the job analysis can influence the outcome of the job analysis

What is Job analysis use for?

Job Description, essentially summarize the findings of the job analysis and highlight the most important elements of the job.

Employment specifications, employers utilize job analyses to determine what knowledge, skills and abilities an applicant needs to perform the job

Job evaluations, studies conducted inorder to determine the worth of a job, and they are used to set the base pay to ensure equity in compensation

Training, can be used to determine the objectives of training for a job

Performance appraisal, for development of performance appraisal systems leads to the systems being more effective and more legally defensible

Types of job analysis

specifically work-oriented

Worker-oriented

Hybrid

the type of job analysis used strongly influenced the resulting job classification decision

Work-oriented methods

Work-oriented methods of job analysis focus on what the worker does as part of his or her job

Examples of these methods include time-and-motion studies, functional job analyses (FJA’s), task inventories, and critical incident techniques

Worker-oriented methods.

involve examining the attributes required by workers to perform the job, The focus of worker-oriented methods is on the knowledge, skills, abilities and other characteristics that a worker must have in order to perform his or her job

Hybrid Methods

Hybrid methods of job analysis use elements of both work-oriented and worker-oriented methods

How is the process of job analysis?

Job Identification Questionaire Development Data Collection

Job Identification

Get the Right Answers from 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?

Questionaire Development

To collect job information uniformly by using standardized question in order to understand differences in the jobs

Data Collection

Interviews

Jury of experts

Mail questionaires

Employee log

Observation

Combination

Job Analysis Phases

Preparation Collection of Information Application

Understanding the

organization and type of

work

Job Identifcation

Questionaire Development

Data Collection

Applications:

-Job description

-Job specification

-Job standards

Addition to HR

Information System

What is job description?

job descriptions are used to provide information regarding what precisely the job entails to people that do not perform the job. The intent isto provide an overview of the job to those who are not familiar with it This means what tasks and responsibilities must be performed as part of the job

What are the contents of job description?

a job description consists of: identifiers, summary, duties and tasks, and often other information

1. Identifiers -> include such things as the job title as well as both the physical and functional locations of the job

2. Summary -> A job summary contains a description of the essence of the job

3. Duties and task -> provides the details not found in the job summary

Uses of job description

the overarching purpose of a job description is to describe to people who are unfamiliar with a job what itentails

Example : assist instaffing -> Companies use job descriptions to inform potential applicants about what the job involves

Development of Job Descriptions

Development of a job description through a job analysis

- job descriptions should be developed from job analyses, and that the job description should be a general overview of what the

job analysis found

Development of a job description without a job analysis.

-Since the job is new, there are no incumbents to collect information from, nor

supervisors or analysts who have observed the job, making the use of a job

analysis to create a job description impractical if not impossible

Specialized Methods for job description

Position Analysis Questionnaire (PAQ) – complex questionnaire with 27 job dimensions composed of 187 elements.

Management Position Description Questionnaire (MPDQ) – over 200 questions used to examine managerial dimensions.

Conclusion

After read the article we agree that  job analysis and looked at implications for determining suitable candidates, choosing methods of selection. We conclude that job analysis is subjective and unpredictable, a selection process that does not begin with job analysis would, by default, rely on performance criteria that have no basis for predicting successful job performance