1. MHRM Kelaniya Administering People Udaya Mohan Devadas
Job Analysis

2. What’s about it?
Discussion…. Its meaning Its purpose Is it compulsory to do??? Outputs of the job analysis

3. Job analysis-Introduction
Is a process of: -Collecting -Analyzing -Setting out the information about the content of the job, and the job holder’s behavior to provide a basis for other HR functions (Armstrong, 2004)

4. The key words in JA….
Tasks, roles, behavior, competencies, competence, competent, skills……..

5. Component of job analysisJA
Task analysis
Behavior analysis
Internal behavior analysis (emotions)
Competency analysis
Explicit behavior analysis (role)

6. Definitions Task/job analysis Is a function of: -Collecting -Analyzing
-Setting out
the information about the content of the job to provide a basis for other HR functions
(Armstrong, 2004)

7. Behavior analysis
Is a process of: -Collecting -Analyzing -Setting out the information about the behavior/roles and competency in carrying out the job/task to provide a basis for other HR functions

8. Role Analysis
Is a process of: -Collecting -Analyzing -Setting out the information about the behavior/roles required in carrying out the job/task to provide a basis for other HR functions

9. Emotions analysis
Is a process of: -Collecting -Analyzing -Setting out the information about the emotions required in carrying out the job/task and the roles to provide a basis for other HR functions

10. Competency analysis
Is a process of: -Collecting -Analyzing -Setting out the information about the skills and competencies (soft & hard) needed in carrying out the job/task and the roles to provide a basis for other HR functions

11. Activity
Analyze the task, roles, emotions, and competencies in your job
-prepare a list of four items for each component
-which part is difficult to be decided?
-what methods can be used in this process?

12. Output of job analysis Information on:
Overall purpose- reasons for the existence of the job and the main outputs that job holder is expected to produce by performing the job
Content- job tasks and activities/operations
Key result areas- key result areas of the job (main)
Performance criteria- KPIs
Responsibilities- over inputs, decisions, problems, resource-control, relationships
Organizational factors- reporting structure, team work
Motivational factors- motivational and de-motivational factors of the job
Development factors- career prospects of the job
Environmental factors- work context (physical, mental, health & safety conditions etc.)

13. Requirements for Job analysis
Obtain needed documents
Interview managers on the information required
Interview the job holders
Observe job holder at work
Get the information from competitors on the same job
Apply a relevant job analysis technique

14. Approaches to job analysis
Interviews
Questionnaires
Checklists and inventories
Observations
Self-descriptions
Diaries and logs
Hierarchical tasks analysis

15. Role analysis Analyze about :
-the behavior needed in carrying out the tasks/jobs
-relationships with others internally and externally
-the fit with O structure and O culture

16. Skill analysis Determines the skills required to do the job
Mainly for technical, craft, manual and office jobs

17. Techniques of skills analysis
Job breakdown
Manual skills analysis
Task analysis
Fault analysis
Job learning analysis (refer to Human resource management practice by Michael Armstrong)

18. Job break down
Analyze job into separate operations/processes/ tasks –three columns
Stage column-describe different steps on the job
Instruction column- how the steps should be carried out- what has to be learned
Key points column- quality standards/safety instructions- other learning areas -

19. Manual skills analysis
A work study method
-analyze manual dexterity
-body movements
-tricky parts of the job
-hand movement and cues (visual and other senses)

20. Task analysis Analyzing the skills needed to perform each task
It includes:
-task column- description of the task
-importance column- relative significance of each task
-degree of difficulty- level of skills/ knowledge needed to do the task
-training method- instructional techniques, practice and experience needed

21. Fault analysis
Analyzing typical faults that occurs when performing a task
-identify fault- by interviews
-generate a fault specifications (type of faults, causes for them, response when they occur, responsible parties etc.)

22. Job learning analysis Analyzing 9 learning skills
Physical skills- learn from repetition
Complex procedures- memorize or codify
Non-verbal information such as sight, smell, sound, taste, touch- need practice to learn
Memorizing- Ordering, prioritizing and planning- responsibility and flexibility training
Looking ahead- anticipating
Diagnosing, analyzing, problem solving-
Interpreting,
Adapting

23. Competency analysis Expert’s opinions Structured interviews Workshops
Functional analysis
Critical-incident techniques
Repertory grid analysis

24. Emotions analysis
Decide the metal conditions- attitudes, values, required Emotional Intelligence (EI) level
Using above suitable methods

25. Check list for JA