1. Job Analysis Program
and Job Design

2. JOB ANALYSIS
• Job analysis is the process of
studying positions, of describing the
duties and responsibilities that go
with jobs, and of grouping similar
positions into job categories.
• It is looking at what the work is, how
is it done, why the work is done, the
link of the work to other jobs, the
skills required, the supervision and
guidance needed, and the
environment under which it is done.

3. Why do a job analysis?

4. When is a job analysis program undertaken?

5. Parts of Job Analysis

6. Parts of Job Analysis

7. Job Description

8. Job Description

9. Job Description
Information gathered on the job answers the following
questions:
• What the job requires
–
–
–
–
What does the worker do?
What is the most important duty? Minor duty?
Are these performed regularly or occasionally?
How much time is spent in doing each part of the job?
• How the worker performs the job
– What are the methods, procedures and processes of
getting the job done?
– What tools, materials, and equipment are used?
– What skills are required to do the work?
– What are the challenges and problems faced by the
worker?

10. Job Description
Information gathered on the job answers the following
questions:
• Why the work is performed
– Why is the job done?
– What is the overall purpose or key result area?
– What is the employee principally accountable or
answerable for as a result?
– What is the purpose of each of the major tasks?
• Supervision involved in the job
– What is the nature and extent of supervision or
guidance required?
– What is the worker’s authority for doing the job?
– What is the relationship of this job to other jobs?
• Work environment
– What is the physical environment of the job?

11. Job Profile
A job profile describes the job in terms of key
result areas and functions and roles and
competencies. It has less emphasis on specific
duties and processes.
Job Specification
A job specification indicates the qualifications in
terms of skills, experience, training and other
special qualifications as well as the traits
required of the worker to satisfactorily perform
the job.

12. Job Data Gathering
• Questionnaires
– Examples are: Position
Analysis Questionnaire
(PAQ)
– Job Components
Inventory
• Interview
• Observation
• Draft and Review

13. Job Evaluation
• The process of
determining the work of
one job in relation to that
of other jobs in a
company so that a fair
and equitable wage and
salary system can be
established.
• It answers the question,
“What is the relative
position or level of jobs in
the company?

14. Principles of Job Evaluation
• Jobs should be paid in accordance with difficulty,
importance, competencies required of the job and
the impact of results achieved by the job – with the
more difficult and important jobs being rated higher
than the less difficult ones.
• It is the job that is evaluated and not the person
occupying it.

15. Principles of Job Evaluation
• Equal pay for equal work (those doing
essentially the same work are expected to
receive the same pay)
• Differences in pay must be based on differences
in work. (If a job requires a higher degree of
skill and involves greater responsibility
compared to another job, it should be given a
higher rate of pay).
• Pay levels must be related to existing
community pay scales. (comparable to those
paid by the community or industry for similar
work)

16. Source: Mathis, R. &
Jackson, J (1997).
Human Resource
Management.