Unit 2
●Job analysis:
- Talent management begins with understanding what jobs need to be filled, and the human traits
and competencies employees need to do those jobs effectively.
- Job analysis is the procedure through which you determine the duties of the positions and the
characteristics of the people to hire for them.8 Job analysis produces information for writing job
descriptions (a list of what the job entails) and job (or person ) specifications (what kind of people
to hire for the job).
- A job analysis is a systematic exploration of the activities within a job. It is a technical procedure
used to define a job’s duties, responsibilities, and accountabilities. This analysis “involves the
identification and description of what is happening on the job accurately and precisely identifying
the required tasks, the knowledge, and the skills necessary for performing them, and the
conditions under which they must be performed.”
- Virtually every personnel related action you take interviewing applicants, and training and
appraising employees, for instance depends on knowing what the job entails and what human
traits one needs to do the job well.
- The supervisor or human resources specialist normally collects one or more of the following
types of information via the job analysis:
* Work activities. First, he or she collects information about the job's actual work activities, such
as cleaning, selling, teaching, or painting. This list may also include how, why, and when the
worker performs each activity.
* Human behaviors. Information about human behaviors the job requires, like sensing,
communicating, lifting weights, or walking long distances.
* Machines, tools, equipment, and work aids. Information regarding tools used, materials
processed, knowledge dealt with or applied (such as finance or law), and
services rendered (such as counseling or repairing).
* Performance standards. Information about the job s performance standards (in terms of quantity
or quality levels for each job duty, for instance).
* Job context. Information about such matters as physical working conditions, work schedule,
incentives, and, for instance, the number of people with whom the employee would normally
interact.
* Human requirements. Information such as knowledge or skills (education, training, work
experience) and required personal attributes (aptitudes, personality, interests).
- Uses of Job Analysis Information
RECRUITMENT AND SELECTION Information about what duties the job entails and what
human characteristics are required to perform these activities helps managers decide what sort of
people to recruit and hire.
EEO COMPLIANCE Job analysis is crucial for validating all major human resources practices.
For example, to comply with the Americans with Disabilities Act, employers should know each
job's essential job functions which in turn requires a job analysis.
PERFORMANCE APPRAISAL A performance appraisal compares each employee's actual
performance with his or her duties and performance standards. Managers use job analysis to learn
what these duties and standards are.
