Definition, Benefits, Purpose Job Analysis.ppt

Konsep Job Analysis

1. By: DURINDA PUSPASARI

2. A process of gathering information
relating to the implementation and
responsibilities of a specific position so
that it refers to the appropriate job
selection and placement.

3. Job analysis concentrates on what
workers expect to do.
Job analysis contains job identification
information, work history, job
obligations, responsibilities, job
specifications, or information about
job standards.

4. A systematic appraisal process to
compare the value of a position with the
value of another place to consider the
appropriate remuneration level (salary,
wages).

5. 1.Reorganization or organizational
change.
2.Technological changes.
3.New Employee Recruitment.
4.If there has been a significant
change in position and content.

6. 1.Determine the job classification.
2.Help measure, estimate, and determine
compensation.
3.Guide in assigning assignments.
4.We are helping with the process of moving
jobs.
5.Provide a classification of positions.

7. 6.Assist in the classification of positions required by
determining the type and duration of a training
program.
7.Source of information in determining the equipment
needed in a job.
8.The type of work contains a high risk and determines
the level of compensation be given.
9.To get the right employees.
10.Prevent misunderstandings between employees.

8. 11.Help improve working conditions.
12.Help resolve employee dissatisfaction with
responsibilities, obligations, and
compensation.
13.I am determining standardization by
investigating motion and time.
14.Increase employee productivity.
15.As a basis for providing orientation to new
employees.

9. 1.Determine the qualifications required by
incumbents.
2.Complete guidance in selecting and recruiting
employees.
3.We are evaluating the employee's need for a
transfer or promotion.
4.Determine the need for a training program.

10. 5.Determine the level of wages, salaries, and
maintenance of wage and salary administration.
6.Consider the fairness of the services that are not
satisfied with the statements provided.
7.Assign responsibility, accountability, and authority.
8.Establish the essential guidelines in setting production
standards.
9.I was complementing the keys to improving methods
and simplification of work.

11. 1.Questionnaire method.
2.Narrative descriptive method.
3.Interview method.
4.Observation method.

12. 1. Planning
Conducted by expert staff or a select committee of
internal and external experts appointed.
2. Explanation
Outline the steps employees should follow regarding the
objectives and job analysis methods.
3. Implementation
In its implementation, job analysis must pay attention to
suggestions, understand the task, recognize the
strengths and weaknesses of each method used in the
approach.

13. Job analysis information: personnel
information system that deals with
information flow about the
organization's people and personnel
needs.
The system is related to personnel
functions' primary subsystem, namely
recruitment, placement, training,
compensation, and care.

14. 1.The primary purpose of the position.
2.How to get work done.
3.The order in which performed the various
tasks.
4.The influence of position on the
implementation of the job.
5.Instructions on the importance of each task
in the entire position.
6.The state or atmosphere at which performed
the work.

15. Thank You