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    Personal Management: Job Analysis

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    Abdel Jhuhary-Alden Escander
    Job analysis is the process of studying job positions to describe the duties, skills, and responsibilities required for each job. It involves grouping similar positions into job categories. The goals of job analysis include understanding the tasks and skills required by a job, how it relates to other roles, and the qualifications needed by candidates. Organizations conduct job analysis when starting up or making operational changes. The results are used to create job descriptions, specifications, and evaluations.

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    Personal Management: Job Analysis

    Uploaded by

    Abdel Jhuhary-Alden Escander
    16 views21 pages
    Job analysis is the process of studying job positions to describe the duties, skills, and responsibilities required for each job. It involves grouping similar positions into job categories. The goals of job analysis include understanding the tasks and skills required by a job, how it relates to other roles, and the qualifications needed by candidates. Organizations conduct job analysis when starting up or making operational changes. The results are used to create job descriptions, specifications, and evaluations.

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    Original Title

    PERSONAL MANAGEMENT

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    Job analysis is the process of studying job positions to describe the duties, skills, and responsibilities required for each job. It involves grouping similar positions into job categories. The goals of job analysis include understanding the tasks and skills required by a job, how it relates to other roles, and the qualifications needed by candidates. Organizations conduct job analysis when starting up or making operational changes. The results are used to create job descriptions, specifications, and evaluations.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    16 views21 pages

    Personal Management: Job Analysis

    Uploaded by

    Abdel Jhuhary-Alden Escander
    Job analysis is the process of studying job positions to describe the duties, skills, and responsibilities required for each job. It involves grouping similar positions into job categories. The goals of job analysis include understanding the tasks and skills required by a job, how it relates to other roles, and the qualifications needed by candidates. Organizations conduct job analysis when starting up or making operational changes. The results are used to create job descriptions, specifications, and evaluations.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 21

    PERSONAL

    MANAGEMENT
    JOB ANALYSIS
    WHAT IS JOB ANALYSIS?
     PROCESS OF:
    STUDYING JOB POSITIONS;
    DESCRIBING THE DUTIES AND
    RESPONSIBILITIES IN LINE WITH THE
    JOBS;
    GROUPING SIMILAR POSITIONS INTO
    JOB CATEGORIES.
    WHAT IS JOB ANALYSIS?
     PERTAINS TO:
    WHAT THE WORK IS;
    HOW IT IS DONE;
    WHY THE WORK IS DONE;
    LINKAGE TO OTHER JOBS;
    SKILLS REQUIRED;
    SUPERVISION AND GUIDANCE
    NEEDED;
    ENVIRONMENT OF THE WORK.
    JOB ANALYSIS PROGRAM
     Undertaken when the organization
    is starting operations and changed
    by the nature of operations.
    ELEMENTS:
    • Company Policy and
    Administration of the Program;
    • Job Information;
    • Methods of securing Job
    Information.
    JOB ANALYSIS PROGRAM
    PARTS:
    • Job Description
    • Job Specification
    • Verification and Confirmation
    • Identification
    JOB DESCRIPTION
     Describes the job, the duties
    performed, the skills, training, and
    experience required, the
    responsibilities involved, the
    conditions under which the job is
    done, and the relation of the job
    to the other jobs in the organization.
    JOB DESCRIPTION

     Covers the job function or purpose,


    performance standard, machines
    and equipment used, number of
    persons working on the same job.
    JOB PROFILE
     Describes the job in terms of key
    result areas and functions and roles
    and competencies.
     It has less emphasis on specific
    duties and processes.
    JOB SPECIFICATION
     Indicates the qualifications in terms
    of skills, experience, training,
    and other special qualifications
    as well as the traits required of the
    worker to satisfactorily perform the
    job.
    JOB DATA GATHERING
     Questionnaires
     Interview
     Observation
     Draft and Review
    JOB EVALUATION
     Process of determining the work of
    one job in relation to that of the
    other jobs.
     Principle of Proportionality
    CAUTION ON JOB EVALUATION
     Since it is just a method of
    establishing the equitable pay of
    jobs, one must exercise different
    points of view between the
    organization and the employees.
    JOB EVALUATION METHODS
    1. Non-quantitative Methods – job
    is compared to other jobs in terms
    of its elements or component parts;
    2. Quantitative Methods – job is
    broken down into its characteristics
    and evaluated by the use of factors
    in a standard rating scale
    previously set up.
    NON-QUANTITATIVE METHODS

    A. The Ranking Method


    - the process of comparing and
    simply ranking a job against others
    based on an overall judgment. It is
    the simplest method.
    NON-QUANTITATIVE METHODS

    DISADVANTAGE
    ADVANTAGES
    S
    SIMPLICITY SUBJECTIVITY
    NO DEFINED
    TIME ELEMENT
    BASIS
    ACCURACY AND RANKING ONLY
    FACILITY FOR
    ADJUSTMENT IN NOT SUITED FOR
    RANK ALL
    NON-QUANTITATIVE METHODS

    B. The Position Classification or


    Grade Description Method
    - the process of grouping jobs
    by comparing each job against a
    rating scale comprising several job
    grades.
    NON-QUANTITATIVE METHODS

    DISADVANTAGE
    ADVANTAGES
    S
    SIMPLICITY SPECIFICITY
    COMPREHENSIVE DISAGREEMENTS
    EASILY
    UNDERSTOOD DIFFICULT TO
    CLASSIFY
    EASY TO USE
    QUANTITATIVE METHODS

    A. The Point System


    - the process of evaluating
    the job by appraising it separately
    against each of the factors or
    characteristics. It uses rating scale.
    QUANTITATIVE METHODS

    DISADVANTAGE
    ADVANTAGES
    S
    CLEAR AND NOT EASY TO
    SPECIFIC CONSTRUCT
    NOT EASY TO
    EASY TO USE
    EXPLAIN
    FAIR TO ALL
    BIAS IS TIME CONSUMING
    MONITORED
    QUANTITATIVE METHODS

    B. The Hay Method


    - the process of KNOW-HOW,
    PROBLEM SOLVING, and
    ACCOUNTABILITY. It needs to develop
    a benchmarks.
    END

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