This is a part of my HR & Admin Class reporting task, researched and added some things to cover the general gist of it. Hope it could help you :) [ Crediting isn’t required. A simple THANK YOU can bring a smile :) ] It will be highly appreciated too - if you share it on your social media account and use the hashtag #InMyHeartJMKaynesBlog #iamjmkayne because it allows me to gain traffic. Alternatively, visit my website www.iamjmkayne.com. ♥ Follow Me on: IG : https://www.instagram.com/jm_kayne/ FB Page : https://www.facebook.com/inmyheartjmkayne Twitter : https://twitter.com/jm_kayne Pinterest : https://www.pinterest.com/jmkayne/ God bless, JM Kayne

1. JOB
ANALYSIS
With:
JM Bacus - Chavez

2. JOB
ANALYSIS
With:
JM Bacus - Chavez
In this session, we will
discuss the following:
A. Definition of JOB
ANALYSIS
B. PURPOSE of Job
Analysis
C. METHODS of Job
Analysis
D. What Aspects of Job
are Analyzed

3. What is
Job Analysis?

4. *JOB ANALYSIS
Ø is the process to identify and
determine in detail the particular
job duties, requirements and
relative importance of these
duties for the given job.
Ø A process where judgement are
made about data collection on a
job.

5. Purposeof
JOB ANALYSIS?

6. The purpose of Job Analysis
is to establish and document
the “job relatedness” of
employment procedures
such as training, selection,
compensation and
performance appraisal.
Purposeof JOB ANALYSIS?

7. Selection
Performance Appraisal

8. *Determining Training Needs:
Job Analysis can be used in
training / needs assessment to
identify or develop:
• Training content,
• Assessment tests to
measure effectiveness,
• Equipment to be used,
• Methods of training.

9. *Compensation:
Job Analysis can be used in
compensation to identify or
determine:
• Skills level,
• Compensable jobs factors,
• Work Environment
• Responsibilities
• Required Level of Education

10. *Selection Procedures:
Job Analysis can be used in
Selection Procedures to identify or
develop:
1. Job Duties that should be
included in the
advertisement of the
vacant position,
2. Appropriate Salary level
3. Minimum Requirements
4. Interview Questions
Selectio
n

11. *Selection Procedures:
Job Analysis can be used in
Selection Procedures to identify or
develop:
5. Selection tests/
instruments
6. Applicant appraisal/
evaluation form
7. Orientation Materials
Selectio
n

12. *Performance Appraisals/Reviews
Job Analysis can be used in
Performance Review to identify /
develop:
1. Goals & Objectives
2. Performance standards
3. Evaluation Criteria
4. Length of Probationary
periods
5. Duties to be evaluated.
Performance Appraisal

13. Methods of
JOB ANALYSIS?

14. METHODS of JOB ANALYSIS?
There are so many methods of Job
Analysis you could find all over the
internet. 3 of the Major Methods are:
1. Work Related Method
2. Worker Related Method
3. Hybrid Method

15. 1. Review of job classification systems
2. Incumbent interviews
3. Supervisor interviews
4. Expert panels
5. Structured questionnaires
6. Task inventories
7. Check lists
8. Open-ended questionnaires
9. Observation
10. Incumbent work logs
METHODS of JOB ANALYSIS?

16. 1. Review of job
classification systems
These are the classification / type / level of jobs
as defined by the company / government labor
system.
AUS has Australian
Standard Classification
of Occupations (ASCO )
US has
US SOCS (Standard Occupational
Classification Systems
CAD has NOC – National
Occupational Classification
system

17. Structure of the Classification
The classification structure consists of four levels:
• 10 major groups
• 33 sub-major groups
• 134 minor groups
• 425 unit groups
The major groups comprising the 1992 PSOC are as follows:
1. Officials of Government and Special-Interest
Organizations, Corporate Executives, Managers,
Managing Proprietors and Supervisors
2. Professionals
3. Technicians and Associate Professionals
4. Clerks
5. Service Workers and Shop and Market Sales Workers
6. Farmers, Forestry Workers and Fishermen
7. Trades and Related Workers
8. Plant and machine Operators and Assemblers
9. Laborers and Unskilled Workers
10. Special Occupation
PH: PSOC – Phil Standard Occupational Classification

18. UAE’s MOL - Skill Level 1, 2, 3
Skill Level 1 Skill Level 2 Skill Level 3
(First Skill Level):
These are the individuals who
have a Bachelor’s degree
(University Degree) or higher
qualification; in short these are
professionals.
Few of the examples for the
designations/professions are:
• Manager / Engineer,
• Doctor, / Teacher,
• Accountant, Accounts Clerk,
• Marketing Specialist,
• Quantity Surveyor,
• Draughtsman, Executive
Secretary, Pharmacist,
Administration Officer,
Reservation Officer,
• Safety Officer, PRO,
Computer Operator,
• Advertising Designer,
• Graphic Arts Draughtsman
and so on.
The salary level of these professions
are above 12000 dirhams and they
must have an2 attested degree
certificate.
(Second Skill Level):
Individuals under this category
are those who have completed
their Diploma in any field. This
category typically involves
people who are typically
mechanical and technical jobs
such as
• Technicians (ITI Diploma
holders from India for
example),
• Mechanical workers etc.
The minimum salary of this
category of employees should
be 7000 dirhams with Post
secondary education attested
certificate.
(Third Skill Level)
If you have high school or higher
secondary qualification, then
such individuals will are
categorised as Skill Level 3. This
category of employees of
following profession:
• Sales Executive,
• Sales Representative,
• Sales Supervisor,
• Site Supervisor,
• Administration Clerk,
• Correspondence Clerk,
• Customs Clearing Clerk,
• Ticketing Clerk,
• Cash Desk Clerk,
• Receptionist,
• Cashier,
• Store Keeper,
• Tourist Guide etc.
Employees under this category
must have secondary education
certificate with AED 5000
salary.

19. 1. Review of job classification
systems
2. Incumbent interviews & work logs
3. Supervisor interviews
4. Expert panels
5. Structured & Open-ended
Questionnaires
6. Task inventories
7. Check lists
8. Observation
METHODS of JOB ANALYSIS?

20. 4. Expert Panels
“Subject Matter Experts”
Ø are also called SMEs

21. 5. Structured & Open-
Ended Questionnaires
“Questions formulated for a specific type of Job”

22. 6. Task Inventories
In this method, job agents (supervisor/manager/TL)
will provide ratings for a certain task an
employee has to complete.
• Used for a big group of people doing the task
• Task statements will be stated in the inventory
and the job agents will do the rating
accordingly. Rating systems can be done by:
q It could be by percentage /
q 1-10 point system/ratings.
q Never performed / Performed most of
the time
q Good / Satisfactory / Needs
Improvement

23. Sample Task Inventory:
Task # Task Details Good Satisfactory NI
1. Explains company training
policies to newly hired
workers.
2. Analyze data to determine
cost of hiring new employee’s
entrance trainings.
Other ways of rating the task importance could also be noted as
IMPORTANT & NOT IMPORTANT
Posi.on: Training Officer Department : HR Training
Employee: JM Bacus- Chavez Emp. No. 90014 Emp. Series # - 005

24. 7. Check lists
In this method,
similar to Task
Inventory, a series
of task for a
specified position
will be listed and
instead of rating
them, a check-list
is used to identify
& collect data.

25. The Observation method of Job Analysis is suited for jobs in which
the work behaviors involves movement & specific skills, or tasks
that are short in duration or any job that a job analyst could learn
something through observation.
Jobs in which the Observation method is successful include:
• Machine Operator/Adjuster
• Construction Worker
• Police Officer/Patrol Officer
• Flight Attendant
• Bus Driver
• Housekeeper/Janitor
• Skilled Crafts Worker
• Psychological matters
8. Observations

26. 1. Review of job classification systems
2. Incumbent interviews & work logs
3. Supervisor interviews
4. Expert panels
5. Structured & Open-ended
Questionnaires
6. Task inventories
7. Check lists
8. Observation
REVIEW:
METHODS of JOB ANALYSIS?

27. What
Aspect of a Job
is Analyzed?

28. What ASPECTS of a JOB is Analyzed?
Job Analysis should collect data/
information on the following areas:
1. TASKS & DUTIES
2. REQUIREMENTS
3. ENVIRONMENT
4. TOOLS & EQUIPMENT
5. RELATIONSHIPS

29. Tasks and
Environment
The basic unit of a job is the
performance of a specific task and
duties, Information collected about these
may include:
1. Frequency
2. Duration
3. Effort
4. Skills
5. Complexity
6. Equipment
7. Standards (Industry)
Environment has a
significant impact. It
requires information about
distance, risk, unpleasant
conditions, offensive odors,
dangerous gas, or
aggressive & difficult
people.

30. Tools &
Equipment Relationships
Some jobs has specific tools to
use, computers for offices, PPEs
for constructions/rigs and so
these items must be specified in
the Job Analysis.
Internal & External relationships.
Customers, Supervisors &
colleagues relationships affects
our day to day performance.
Supervision given & received
has to be specified.

31. Requirements
Certain job has specific KSA
requirements. The incumbent may
have higher KSA than the newly
hired, but Job Analysis typically
states the minimum requirements.
KSA Stands for:
• K – Knowledge
• S - Skills
• A - Awareness
For the Training Set-up we arrange it as:
A-K-S and added M & E
• M – Mastery
• E - Expert
“Evaluating the Job has an earlier
plan of leveling up a certain position.
Most of the time there is a standard
requirements for the grading system
of a certain company to enable them
to promote or demote an employees.
Aside from the normal requirements
of Education and experiences, some
positions has further studies that has
to be considered.”

32. Job Analysis
is the foundation for all
assessment and selection
decisions. To identify the
best person for the job, it
is crucial to fully
understand the nature of
that job. JA provides a
way to develop this
understanding by those
different methods we’ve
mentioned in this report.
As a conclusion:
This is a broad topic that
has to be considered
way earlier than the
operations starts. HR
Officers and/or
Managers have a very
broad responsibility to
cover other than
compensation and
recruitment.