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Chapter 2 Job Analysis & Design

2.1 Learning Objectives

After learning this part students should understand

A. The importance of Job Analysis to other personnel functions, such as personnel planning, recruitment,

employee selection, performance appraisal, training, compensation, discipline, health and safety

programs, and labor-management relations.

B. The various methods by which job analysis information can be collected, as well as the strengths andweaknesses of each method.

. The important elements of job descriptions and specifications.

!. The various approaches to the design of jobs, and the underlying philosophy.

2.2 Job Analysis

2.2.1 !he "#portance of Job Analysisto Other $ersonnel %unctionsA key element in human resource management program is job analysis. "nce an effective job analysis

program is established and maintained, many troublesome personnel problems either become much less

difficult to resolve or disappear entirely. Job analysis is the basis of the other personnel functions. #t results

in two essential documents$ thejob descriptionsand thejob specifications. They will be used in the other

functions, such as personnel planning, recruitment, employee selection, performance appraisal, training,compensation, discipline, health and safety programs, and labor-management relations.

%igure &-' illustrates the pervasive influence of job analysis on the personnel(human resourcemanagement function. )providea table copy)table *-&+ which includes some specific eamples of where

job analysis information becomes especially useful. emember, it is not ehaustive.+

2.2.2 Job Analysis $rocess

About the job analysis process you can find it from %igure &-&.

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%igure 22 $rocess of Job Analysis

A. 'election of Jobs for Job Analysis

A job may be selected for job analysis because it has undergone undocumented changes in job content

and the personnel functions that depend upon accurate documentation cannot be properly performed. The

following three cases need to be selected as jobs to be analyed.'+ when a new organiation is set up

&+ when new work appears/+ when new techni0ues appear or big changes happened in the work ,,

(. )ather "nfor#ation *Data Collection+

Three major issues must be addressed when planning the collection of job analysis data. %irst, what

type of job analysis information is needed1 2econd, what methods should be used to collect theinformation1 Third, who should collect and provide the information.

1+ !ype of job analysis infor#ation

3ajor types of job analysis information are depicted in table &-'

TAB45 &-' Type of Job Analysis #nformation

6ork Activities

a. !escription of work activities)tasks+

b. #nterface with other jobs and e0uipment

c. 7rocedures used

d. Behaviors re0uired on the job

e. 7hysical movements and demands of the job

3achine, Tools, 50uipment, and 6ork Aids 8sed

Job ontet

a. 7hysical working conditions

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