GROUP THREE JOB ANALYSIS PRESENTATION OK

JOB ANALYSIS

1. GROUP 3 Members: Norhana B. Mama 4. Roel E. Remandaban Leah B. Taculanga 5. Zander Khan L. Usman Abdul nasser B. Dimasisil 6. R yan L. Landicho

2. OUTLINE Introduction, Definition and Objectives- Taculanga Uses, Advantages and Disadvantages of Job Analysis- Dimasisil Process of Job Analysis- Remandaban Components of Job Analysis- Mama Methods/Techniques of Job Analysis- Usman Conclusion- Landicho

3. Introduction, Definition and Objectives By: Leah B. Taculanga

4. INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is a recording of all activities involved in the job and the skill and knowledge requirements of the performer of the job.

5. INTRODUCTION

6. Definition of Job Analysis According to Richard Henderson “ Job analysis involves identification and precisely identifying the required tasks, the knowledge and the skills necessary for performing them and conditions under which they must be performed” According to Edwin B Flippo “ Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job”

7. Objectives of Job Analysis Work simplification : A job may be analyzed to simplify the process and methods involved in it. This will mean redesigning the job. Work simplification helps to improve the productivity of personnel. Establishments of standards of performance : In order to hire the personnel on a scientific basis, it is very necessary to determine in advance a standard of performance with which the applicant can be compared. Support to other personnel activities: Job analysis provides support to other personnel activities such as recruitment, selection, training, development, performance appraisal, job evaluation.

8. Uses, Advantages and Disadvantages By: Abdul nasser B. Dimasisil

9. USES OF JOB ANALYSIS Human resource planning Recruitment Training and Development Placement and Orientation Job evaluation Job Design Per formance appraisal Career planning Safety and Health Personal information

10. USES OF JOB ANALYSIS Human resource planning - The estimates of the quantity and quality of people will be required in the future. How many and what type of people will be required depends on the jobs to be staffed. Recruitment- Recruitment succeeds in job analysis. Basically, the goal of human resource planning is to match the right people with the right job. Training and Development - Job analysis by providing information about what the job entails i.e., knowledge and skills required to perform a job, enable the management to design the training and development programs to acquire these job requirements.

11. USES OF JOB ANALYSIS 4. Placement and Orientation- As job analysis provides information about what skills and qualities are required to do a job, the management can gear orientation programs towards helping the employees learn the required skills and qualities. 5. Job evaluation- Refers to the determination of the relative worth of different jobs.it, thus, helps in developing appropriate wage and salary structures. 6. Job Design- it is the process of deciding on the content of a job in terms of its duties and responsibilities; on the methods to be used in carrying out the job, in terms of techniques, system and procedures and on the relationship that should exist between the job holder and his superiors, subordinates and colleagues..

12. USES OF JOB ANALYSIS 7. Per formance appraisal- involves comparing the actual performance of an employee with the standard one, i.e what is expected of him/her. 8. Career planning- Career planning is the process of setting career goals and developing a structured path to achieve them. It involves assessing your skills, interests, and values, researching potential career opportunities, setting both short-term and long-term goals, and creating an actionable plan to achieve those goals.

13. USES OF JOB ANALYSIS 9. Safety and Health- Job analysis helps in identifying and uncovering hazardous conditions and in healthy environment factors such as heat, noise, fumes, etc and thus, facilitates management to take corrective measures to minimize and avoid the possibility of accidents causing human injury. 10. Personal information- Increasing number of organizations maintain computerized information about their employees. this is popularly known as Human Resource Information System (HRIS).

14. ADVANTAGES OF JOB ANALYSIS Provides with First Hand Job-Related Information Helps in Creating the Right Job-Employee Fit Helps in Establishing Effective Hiring Strategies Guide through Performance Evaluation and Appraisal Process Helps in Analyzing & Development Needs Helps in Deciding Compensation & Benefits

15. DISADVANTAGES OF JOB ANALYSIS Time Consuming May Involve Personal Biasness Source of Data is Extremely Small Involves lots of Human Efforts Job Analyst May Not Possess Appropriate Skills Mental Abilities can not be Directly Observed

16. Process Job Analysis By: Roel E. Remandaban

17. PROCESS OF JOB ANALYSIS Organizational Job Analysis Selection of Representative Jobs Data Collection Job Description Job Specification

18. Process of Job Analysis Organizational Job Analysis- Job analysis begins with obtaining pertinent information about a job. This, according to Terry is required to know the make up of a job, its relation to other jobs and its contribution to performance of the organization. Selecting Representative Jobs for Analysis- Analyzing all jobs of an organization is both costly and time-consuming. Therefore, only a representative sample of jobs is selected for the purpose of detailed analysis.

19. Process of Job Analysis 3 . Collection of Data for Job Analysis- In this step, job data features of the job and required qualifications of the employee are collected. 4 . Preparing Job Description- The job information collected in the above ways is now used to prepare a job description. Job description is a written statement that describes the tasks, duties and responsibilities that need to be discharge for effective job performance. 5 . Prepar ing Job Specification- The last step involved in job analysis is to prepare job specification on the basis of collected information. This is a written statement that specifies the personalities qualities, traits, skills, qualification, aptitude etc. required to effectively perform a job.

20. Methods/Techniques of Job Analysis By: Zander Khan Usman

21. Methods/Techniques Job Analysis Observation Interview Questionnaire Checklist Critical Incidents Log Records/ Diaries Technical Conference Method

22. Methods/Techniques Job Analysis Observation Under this method, data is collected through observing an employee while at work. The job analyst on the basis of observation carefully records what the worker does, how he/she does and how much time is needed for completion of a given task. Interview In this method, the analyst directly interviews the job holder through a structured interview form to elicit information about the job.

23. Methods/Techniques Job Analysis 3. Questionnaire- The questionnaire method of job data collection is desirable especially in the following two situations: First, where the number of people doing the same job is large and to personally interview them is difficult and impracticable. Second, where giving enough time to employees is desirable to enable them to divulge and explore the special aspects of jobs. 4. Checklist- The method of job data collection differs from the questionnaire method in the sense that it contains a few subjective questions in the form of yes or no.

24. Methods/Techniques Job Analysis 5. Critical Incidents- This method is based on the job holder’s past experience on the job. They are asked to recapitulate and describe the past incidents related to their jobs. 6 . Log Records/ Diaries- In this method, the job holder is asked to maintain a diary recording in detail the job-related activities. If done judiciously, this method provides accurate and comprehensive information about the job. 7. Technical Conference Method- In this method, a conference is organized for the supervisor who possess extensive knowledge about the job.They deliberate on various aspects of the job.

25. Components of Job Analysis By: Norhana B. Mama

26. JOB DESCRIPTION The job description describes in detail the various aspects of a job like the tasks involved, the responsibilities of the job and the deliverables.

27. JOB DESCRIPTION

28. JOB DESCRIPTION

29. JOB DESCRIPTION

30. JOB DESCRIPTION

31. JOB DESCRIPTION

32. JOB DESCRIPTION (EXAMPLE)

33. JOB SPECIFICATION A Statement of human qualification necessary to do the job. Usually contains item such as Education, Experience, Training, Communication skills etc. It offers a profile of human characteristics (knowledge , skills and abilities) needed by a person doing a job.

34. JOB DESCRIPTION

35. JOB DESCRIPTION (EXAMPLE)

36. Conclusion By: Ryan L. Landicho

37. Conclusion Job analysis is a critical function within public personnel administration and development, as it provides a systematic approach to understanding and documenting the duties, responsibilities and requirements of a job. This foundational HR process informs various other functions such as recruitment, selection, training, performance appraisal and compensation. By thoroughly analyzing a job, organizations can ensure that they hire the right candidates, develop appropriate training programs and establish fair and effective performance evaluation criteria.

38. Conclusion This not only enhances organizational efficiency and productivity but also contributes to employee satisfaction and retention by clearly defining expectations and career development opportunities. Furthermore, job analysis plays a vital role in ensuring legal compliance and promoting transparency within public sector organizations. Detailed job descriptions and specifications help in defending employment decisions against potential legal challenges, ensuring compliance with labor laws and regulations.

39. Conclusion They also provide a basis for fair and consistent treatment of employees, which is crucial in public administration where accountability and equity are paramount. By aligning job roles with organizational goals and strategic plans, job analysis supports effective human resource planning and management, ultimately leading to a more capable and motivated workforce that is better equipped to meet the demands of public service.

40. Summary Introduction Definition Objectives Process of Job Analysis Methods/Techniques of Job Analysis Components of Job Analysis

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