BU354 Lecture Notes - Lecture 3: Job Analysis, Performance Appraisal, Paq
Bu354 lecture 3: Job Analysis and Design
What is Job Analysis?
• Job Analysis: systematic study of a job to discover its specifications, skill requirements and
duties for wage setting, recruitment, training or job-design purposes
o Jobs are core to every organizations productivity, if an organization’s jobs are not well
designed => productivity suffers => profits fall
o Without job analysis, specialists cannot identify the impact of environmental challenges
or specific job requirements on employees’ quality of work life
• • Job: group of related activities and duties
• • Position: collection of tasks and responsibilities performed by an individual
Steps in the Job Analysis Process
• Preparation for Job Analysis
o Familiarization with the organization and its jobs: collect relevant and accurate
information about the jobs to determine job success
o Determine uses of job analysis information: used in the recruitment process, designing
performance appraisal, compensation systems and training
Can also be done to ensure fair treatment across all employee groups Identifying non-
traditional career paths for employees
o Identify jobs to be analyzed: jobs that are critical to the success of the organization, jobs that are
difficult to learn/perform, jobs with constantly new hires, or jobs that exclude members of the
protected classes
Not all jobs can be analyzed due to time and resource constraints • Collection of Job Analysis
Information
o Determine sources of job data: the jobholder, supervisors, and colleagues provide the most valid
information about the way the job was performed
o Data collection instrument design: job analysis questionnaires are used most
• Job analysis questionnaires: checklists that collect information about jobs in a
uniform manner (i.e. info about duties, responsibilities, abilities and standards)
• Job analysis questionnaires are popular because they present comparable
