HRM (JOB ANALYSIS)

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

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

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

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

5. Uses of job analysis

6. Decide how the information will be used – determine the data that collected and how to collect Review relevant background information (ex: organization charts, process charts and job description) Select representative positions Steps in job analysis

7. Actually analyze the job job activities, required employee behaviors, working conditions, human traits and abilities needed Verify the job analysis information with the worker Develop a job description and job specification Steps in job analysis (2)

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

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

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