1. Prepared by Grace Amin, M.Psi, Psikolog
HRM (JOB ANALYSIS)
Prepared by
Grace Amin, M.Psi, Psikolog

2. Understand the process of analyzing a job
Learning objectives
Understand the process of analyzing a job
Understand how to make a job description and
Understand how to make job specification

3. Job analysis
The procedure through which we determine the duties of these positions and the characteristics of the people to hire
Produces information for writing JOB DESCRIPTIONS and JOB SPECIFICATIONS

4. Information in job analysis
Work activities
Human behaviors
Machines, tools, equipments and work aids
Performance standards
Job context
Human requirement

5. Uses of job analysis Job analysis Recruitment and selection
Performance appraisal
Job evaluation (compensation)
Training requirement
Job description and job specification

6. Steps in job analysis
Decide how the information will be used – determine the data that collected and how to collect it
Review relevant background information (ex: organization charts, process charts and job description
Select representative positions
Actually analyze the job
Verify the job analysis information with the worker
Develop a job description and job specification

7. Methods for collecting job analysis information
Interview
Questionnaires
Observation
Participant diary / logs
Quantitative job analysis
Internet based

8. Job descriptions Job identification Job summary Relationships
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions
Job specifications
A written statement of what the worker does, how to do it and what the job’s working conditions are

9. Specifications for trained vs untrained personnel
Job specification
Specifications for trained vs untrained personnel
Specification based on judgment
Job specifications based on statistical analysis
What human traits and experience are required to do this job effectively?