Job Analysis

Gonzales, Melissa C.
BSOA 1E
1. Give the purpose of Job Analysis. Explain.
Job analysis is the process of studying a job to determine its duties and requirements. It provides details
to write job descriptions that help hire suitable candidates. It identifies abilities needed to perform the
job well so training can be tailored accordingly. It evaluates factors affecting employee motivation and
output to create appropriate rewards. It finally ensures job designs and people practices align with law
and organizational strategy.
2. What is the aims of the company using job Analysis.
Job analysis pinpoints the real responsibilities and requirements of jobs. These specifics allow creation of
precise job profiles that assist hiring the right people. It gives insights to build effective training that
develops staff skills. Additionally, job analysis supplies performance measures and helps determine
suitable pay. Also, keeping the analysis current aids shaping roles for productivity and obeying
employment regulations. In essence, investigating all facets of a job enables more tactical team building.
3. In understanding the Role of Job Analysis and context of it, what do you think are the tools
businesses usually used in making a personnel decisions within the organization.
 Job descriptions – Outline the essential duties, responsibilities, required skills, qualifications, and
working conditions of a job. Help determine hiring criteria and evaluate applicant qualifications.
 Job specifications – Detail the knowledge, skills, abilities, education, experience, and other
characteristics required to perform a job. Help develop job postings and screening criteria.
 Position analyses – Examine the relationships between different jobs and position within the
organizational structure. Helps determine appropriate compensation levels and career ladders.
 Job evaluation – Systematically assess the relative value of different jobs in the organization
based on compensable factors like skills, effort, responsibility. Helps ensure equitable pay.
 Competency models – Define the combination of knowledge, skills, abilities needed for effective
performance across an occupational area or industry. Help shape training and development
programs.
 Interviews – Talking to incumbents, supervisors and observing job performance firsthand
provides qualitative data to better understand job requirements.
 Questionnaires/surveys – Useful for gathering input on critical tasks, responsibilities, equipment
used, and work conditions from a large number of employees.
4. What are the elements of Job Analysis?

 Job title and job identification – A precise job title with a job identification code.
 Job summary – A concise narrative summary of the overall job, including purpose, scope and key
responsibilities.
 Job duties and responsibilities – A detailed list of duties and tasks that are regular performed on
the job, including frequency and importance.
 Job specifications – The knowledge, skills, abilities, education and experience required to
perform the job competently. This includes physical requirements and job context like working
conditions and environment.
 Reporting relationships – Who the job reports to as well as jobs under the incumbent’s
supervision or direction. The relationships, communication flow and coordination requirements
with other jobs.
 Job-based relationships – The communication, coordination and internal/external customer
relationships maintained in the job.
 Tools, technologies and equipment used – All machinery, tools, information systems and
software required to complete day-to-day activities.
 Performance measures and standards – Quantitative and qualitative measures and output
standards that constitute successful job performance.
5. What are the three components of Job Analysis?

 Work activities – This refers to the actual tasks, duties, and responsibilities that are part of the
job. It details what the employee does on a regular basis. Some examples of work activities for a
teacher may include delivering lectures, preparing lesson plans, grading assignments, meeting
with students, maintaining records, etc.
 Worker attributes – These are the knowledge, skills, abilities, and other characteristics required
for competent performance in the job. For a teacher, this may include knowledge of pedagogy,
classroom management skills, communication and interpersonal skills, ability to motivate
students, etc. Identifying these attributes helps determine what qualifications a candidate needs.
 Work context – This encompasses the physical, social, and organizational environment in which
the job exists. Aspects such as work schedules, level of autonomy, reporting hierarchy, pace of
work, health/safety protocols, etc. are considered.
6. Above is a diagram showing the process of identifying and determining the content of a job as
it relates to job analysis. Explain each function of job analysis performed by an organization.
 Job Position: The exact job title being analyzed (e.g. Sales Manager)
 Job Description: Skills, Knowledge, Attitude:
The specialized skills, industry/functional knowledge, and soft skills or attitudes required to
succeed in the job. These enable the key activities.
Role and Responsibilities: The core duties, tasks, and performance objectives. This defines the
major outcomes the job holder is accountable for producing.
Education, Experience: Minimum or preferred academic credentials and prior professional
experiences needed for the job. This ensures applicants can fulfill all aspects.
 Job Worth: Pinpoints the value and contribution the job makes to the organization, guiding
compensation and reward decisions.

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Gonzales, Melissa C.

1. Give the purpose of Job Analysis. Explain.

2. What is the aims of the company using job Analysis.

4. What are the elements of Job Analysis?

5. What are the three components of Job Analysis?

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