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Understanding Job Analysis Process in HR Management

Discover the systematic exploration of job activities, defining duties, competencies, and qualifications, crucial for HR functions like recruitment and performance appraisal. Learn methods and factors affecting accuracy in job analysis.

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Understanding Job Analysis Process in HR Management

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  1. Job Analysis (Discussion Note) 2017 BKB, NASC BKB/NASC/ADV.HRM/2017

  2. Job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, that is used to define the duties, responsibilities, accountabilities and working conditions of a job along with required competencies and qualifications. BKB/NASC/ADV.HRM/2017

  3. Purposes of job analysis • Human resource planning • Writing job description and specification • To evaluate job • Recruitment and selection • Promotion and transfer • Performance appraisal development • Training and development needs BKB/NASC/ADV.HRM/2017

  4. Performing Job Analysis • Select Jobs to study • Determine information to collect: Tasks, responsibilities, skill requirements etc. • Identify sources of data: Employees, Supervisors/managers, Subordinates, Clients etc. BKB/NASC/ADV.HRM/2017

  5. Contd… Performing JA • Methods of data collection: Interviews, questionnaires, observation etc. • Evaluate and verify data collection: other employees, supervisors/managers, Clients etc. • Write job analysis report. BKB/NASC/ADV.HRM/2017

  6. Background information for job analysis • Organization chart • Manuals of procedures and training • Regulations, directives • Existing job description and specification BKB/NASC/ADV.HRM/2017

  7. Methods used to study jobs • Interview method • Observation method • Diaries kept by the job incumbents • Questionnaire method • Documents • Combination of methods. BKB/NASC/ADV.HRM/2017

  8. Controlling the Accuracy of Job Information Factors influencing the accuracy of job information • Self-reporting exaggerations and omissions by employees and managers • Collecting information from a representative sample of employees BKB/NASC/ADV.HRM/2017

  9. Contd.. Factors influencing the accuracy • Capturing all important job information • Length of job cycle exceeding observation period • Lack of access to job site for personal observation • Lack of familiarity with the tasks, duties, and responsibilities of a job • Ongoing changes in the job BKB/NASC/ADV.HRM/2017

  10. Information for Job Analysis • Job identity (title, unit, location, service, level) • Purpose, objective • Duty, task (priority, frequency, time spent, needed change) • Responsibility (for things, for people) • Behavioral demands of job (communicating, decision making) BKB/NASC/ADV.HRM/2017

  11. Contd…. • Relationship (coordinating, supervising) • Process and methods of performance (existing + improvement) • Machine, equipment, work aids used • Key result area (KRA) • Performance standard/indicator/output (KPI) (quality, quantity, time, speed) BKB/NASC/ADV.HRM/2017

  12. Contd…. • Authority (existing + required) • Accountability • Working conditions (physical, psychological, social) • Personal requirements (ability, education, experience, training [existing + required) BKB/NASC/ADV.HRM/2017

  13. Thank you for your attention BKB/NASC/ADV.HRM/2017

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