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HUMAN RESOURCES MANAGEMENT
CHECK POINT 23: JOB ANALYSIS

Please Select Any Topic In Check Point 23 Below And Click.

1. What Is Job Analysis?
2. job analysis for employee positions
3. job analysis for managerial positions
4. advantages of job analysis
5. two prime products of job analysis
6. job analysis and related managerial tasks
7. six steps in the job analysis process
8. job analysis interview questions
9. job analysis in a small business
10. small business example
job analysis questionnaire
11. what should be done after job analysis?
12. for serious business owners only
13. the latest information online
 

DO I NEED TO KNOW THIS CHECK POINT?

 

WELCOME TO CHECK POINT 23

TUTORIAL 1 General Management TUTORIAL 2 Human
Resources Management
TUTORIAL 3 Financial Management TUTORIAL 4 Operations Management TUTORIAL 5 Marketing
And Sales Management
1 6 11 16 21 26 31 36 41 46 51 56 61 66 71 76 81 86 91 96
2 7 12 17 22 27 32 37 42 47 52 57 62 67 72 77 82 87 92 97
3 8 13 18 23 28 33 38 43 48 53 58 63 68 73 78 83 88 93 98
4 9 14 19 24 29 34 39 44 49 54 59 64 69 74 79 84 89 94 99
5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
 

HOW CAN YOU BENEFIT FROM CHECK POINT 23?

The main purpose of this check point is to provide you and your management team with detailed information about Job Analysis and how to apply this information to maximize your company's performance.

In this check point you will learn:
What is job analysis?
About job analysis information for employee positions.
About job analysis information for managerial positions.
What is a job specification?.
About the advantages of job analysis.
About two prime products of job analysis.
About job analysis and related managerial tasks.
About six steps in the job analysis process.
About typical job analysis interview questions.
How to conduct job analysis in a small business organization.
About steps which follow the job analysis process. and much more.
 

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 23

You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.

You and your team should adhere to basic lean management guidelines on a continuous basis:
Treat your customers as the most important part of your business.
Provide your customers with the best possible value of products and services.
Meet your customers' requirements with a positive energy on a timely basis.
Provide your customers with consistent and reliable after-sales service.
Treat your customers, employees, suppliers, and business associates with genuine respect.
Identify your company's operational weaknesses, non-value-added activities, and waste.
Implement the process of continuous improvements on organization-wide basis.
Eliminate or minimize your company's non-value-added activities and waste.
Streamline your company's operational processes and maximize overall flow efficiency.
Reduce your company's operational costs in all areas of business activities.
Maximize the quality at the source of all operational processes and activities.
Ensure regular evaluation of your employees' performance and required level of knowledge.
Implement fair compensation of your employees based on their overall performance.
Motivate your partners and employees to adhere to high ethical standards of behavior.
Maximize safety for your customers, employees, suppliers, and business associates.
Provide opportunities for a continuous professional growth of partners and employees.
Pay attention to "how" positive results are achieved and constantly try to improve them.
Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. WHAT IS JOB ANALYSIS?

DEFINITION OF JOB ANALYSIS

Business owners and managers must understand various elements of job analysis which is an important and integral part of the human resources management process.

Sound human resources management practice prescribes creation of various Jobs and Positions designed in accordance with the specific organizational structure and objectives of a company. This task represents an important managerial responsibility and is usually accomplished by means of job analysis.

Job Analysisis is a systematic process of summarizing valid information related to a specific job which will ultimately assist management in an effective decision-making process designed to meet organizational objectives and maximize operational performance.

The Job Analysis Process is based on collection and study of information relevant to existing and new positions within an organization. This process entails several important considerations related to employee positions and managerial positions. Job analysis is frequently carried out by means of personal interviews, questionnaires or observations and entails gathering of job-related information.

 

CRITICAL IMPORTANCE OF JOB ANALYSIS

The majority of small business owners and managers never bother to conduct Job Analysis in their company because they are not familiar with this concept in the first place. However, job analysis represents the first critical step in developing and maintaining effective human resources management activities within every organization. Moreover, job analysis will result in development of two important management tools which are discussed in detail in this tutorial:

• Job Descriptions.
• Job Specifications.

Both, job descriptions and job specification are essential throughout the employee hiring and management process. For this reason you and your management team should become familiar with the basic principles of job analysis and implement Job Analysis Process within your organization.

Once you implement the job analysis process, you will discover that this will provide you with substantial advantages in managing various human resources management activities within your organization in a cost-effective manner.

 

JOB ANALYSIS IS ESSENTIAL FOR VARIOUS
HUMAN RESOURCES MANAGEMENT ACTIVITIES

1.

Employee planning and forecasting.

2.

Employee recruitment and hiring.

3.

Employee screening and testing.

4.

Employment interviews.

5.

Employee orientation.

6.

Employee training.

7.

Management development

8.

Employee motivation.

9.

Basic job compensation.

10.

Financial incentives.

11.

Employee benefits.

12.

Employee performance appraisal.

13.

Employee career management.

14.

Labor-management relations.

15.

Employee safety and health.

16.

Employee conflict management and separation.

 

ADDITIONAL INFORMATION ONLINE

Job Analysis By Lee E. Weyant.
Job Analysis And Design By Aastha.
Why A Job Analysis Is Necessary By Everett O'Keefe.
Human Resource Planning By Matt Alanis, Alanis Business Academy.

2. JOB ANALYSIS FOR EMPLOYEE POSITIONS

JOB ANALYSIS FOR TWO TYPES OF EMPLOYEES

Job Analysis Process entails identifying, collecting, and summarizing relevant information pertinent to specific jobs for two types of employees within an organization:

• Rank And Files Employees.
   This includes all employees, except management personnel, within an organization.

• Management Employees.
   This includes all management personnel within an organization.

The job analysis process entails answering a broad range of questions outline below.

 

BASIC QUESTIONS RELATED TO JOB ANALYSIS

1.

What is the purpose of this job?

2.

What are the main functions of this job?

3.

What are the mental and physical activities related to this job?

4.

How does this job fit within the specific organizational structure?

5.

When is this job to be performed?

6.

Where is this job to be performed?

7.

Is this job to be performed by a rank and file employee?

8.

Does this job include supervision of other employees?

9.

What is the scope of authority, responsibility, and accountability related to this job?

10.

What are the tasks involved in performing this job?

11.

What are the qualification and experience requirements for performing this job?

 

Job Analysis For Employees Positions is frequently carried out by means of personal interviews, questionnaires or observations and entails gathering of the following information outlined below.

 

JOB ANALYSIS INFORMATION FOR EMPLOYEE POSITIONS

1.

Identification of the job, i.e. title, department.

2.

Summary of the job.

3.

Detailed list of responsibilities and duties performed.

4.

Analysis of accountability.

5.

Analysis of performance standards.

6.

Analysis of the available amount of supervision.

7.

Summary of machine and tool requirements.

8.

Summary of working conditions.

 

ADDITIONAL INFORMATION ONLINE

Job Design And Job Analysis By 1957 Rajiv.
Job Analysis Presentation By Lauren Davis.
Job Classification Demo By Interact HRMS

3. JOB ANALYSIS FOR MANAGERIAL POSITIONS

JOB ANALYSIS FOR MANAGERIAL POSITIONS

Job Analysis is particularly important in evaluating specific requirements for various managerial positions within an organization. This usually depends upon the organization's size, structure, and the nature of its operational activities.

The Job Analysis Process for managerial positions in an organization covers the following activities:

• General management activities.
• Human resources management activities.
• Financial management activities.
• Operations management activities.
• Marketing and sales management activities.

Job Analysis For Managerial Positions entails considerations in the following areas outlined below. (4)

 

JOB ANALYSIS INFORMATION RELATED TO MANAGEMENT POSITIONS

1.

Identification of the managerial position, i.e. title, department.

2.

Summary of the job.

3.

Detailed list of managerial responsibilities and duties performed.

4.

Analysis of managerial accountability.

5.

Analysis of work performance standards.

6.

Work planning and scheduling requirements.

7.

Work organizing requirements.

8.

Requirements for supervising subordinates.

9.

Requirements for leading and motivating subordinates.

10.

Requirements for controlling work performance and subordinates.

11.

Requirements for maintaining efficient quality and operational activities.

12.

Requirements for maintaining safe and clean work environment.

13.

Requirements for maintaining equipment and machinery.

14.

Compiling work records and reports.

15.

Requirements for computer proficiency.

 

ADDITIONAL INFORMATION ONLINE

Job Analysis Of MIS Manager By Neelam Asad.
Job Analysis Project For A Managerial Position By Chris Hill.
Hiring Managers - Job Analysis Overview By Matt Baker, KNK Recruiting.

4. ADVANTAGES OF JOB ANALYSIS

JOB ANALYSIS

Job Analysis will provide you and your management team with important advantageous outlined below.

ADVANTAGES OF JOB ANALYSIS

1.

Job analysis helps management in employee planning process.

2.

Job analysis provides guidance throughout recruitment and selection of employees.

3.

Job analysis helps management to understand various requirements of a particular position.

4.

Job analysis provides guidance in screening and testing of applicants.

5.

Job analysis provides guidance in interviewing applicants.

6.

Job analysis provides guidance in employee orientation.

7.

Job analysis is useful in developing suitable training programs for employees.

8.

Job analysis is useful in designing effective management development programs.

9.

Job analysis helps management to motivate employees.

10.

Job analysis helps management to develop basic job compensation packages.

11.

Job analysis helps management to develop financial incentives and employee benefits.

12.

Job analysis helps management during employee performance appraisal.

13.

Job analysis is useful in developing effective employee career management programs.

14.

Job analysis is useful in developing effective labor-management relations.

15.

Job analysis helps management to secure effective employee safety and health procedures.

16.

Job analysis is useful during employee conflict management and separation.

5. TWO PRIME PRODUCTS OF JOB ANALYSIS

TWO PRIME PRODUCTS OF JOB ANALYSIS

Two prime products of job analysis are Job Descriptions and Job Specifications illustrated below. Both documents are very useful during the employee hiring process are discussed in detail in this tutorial.

JOB DESCRIPTIONS AND JOB SPECIFICATIONS

 

Job
Descriptions

 

Job
Specifications

A job description is a job-oriented summary of details related to a specific job within an organization and it includes the following:

The job title and the job description identification.
The job summary including the job's main objectives and the overall purpose statement.
Details of accountability.
List of duties and responsibilities.
Details of authority over other employees and budgeted expenses, if applicable to a specific job position.
Specific job-related guidelines for employees regarding what they are supposed to do within the company to meet its organizational objectives.
Details of non-essential functions and job requirements.
Details of participation in various job-related teams.
Details of participation in various management meetings.
 

A job specification is an employee-oriented summary of human assets which are expected to be exhibited by an employee to perform a particular job within an organization and it includes the following:

Details of education requirements.
Details of work and managerial experience requirements.
Details of training requirements.
Details of physical effort requirements.
Details of physical skills requirements.
Details of communication skills requirements.
Details of computer skills requirements.
Details of management skills requirements.
Details of compensation and employee benefits.

ADDITIONAL INFORMATION ONLINE

Job Descriptions And Job Analysis By Steve Bareham.
Job Analysis, Job Description And Job Specification By IIMTS FZE.
Human Resource Planning By Matt Alanis, Alanis Business Academy.
The Difference Between Job Analysis And Job Description By Everett O'Keefe.

6. JOB ANALYSIS AND RELATED MANAGERIAL TASKS

IMPLEMENTATION OF THE JOB ANALYSIS PROCESS

Business owners and managers must summarize the details of various Job Requirements Factors and Human Requirements Factors related to specific positions within the organization to initiate a meaningful Job Analysis Process within the organization.

The interaction between the prime products of job analysis and other elements of human resources management is illustrated below.

 

JOB ANALYSIS AND RELATED MANAGERIAL TASKS

 

Job Requirements Factors






  • Identify and examine the job.
  • List duties and responsibilities.
  • Establish accountability procedures.
  • Examine performance requirements.
  • Examine work requirements and working conditions.
 

Human Requirements Factors







  • Identify skills, education, and experience requirements.
  • Identify planning, organizing, and supervising ability requirements.
  • Identify personality requirements.
  • Identify compensation requirements.
 

Job Analysis





  • Determine duties, responsibilities, and accountability.
  • Determine skills, education, and experience requirements.
  • Determine managerial and personality requirements.
  • Evaluate compensation requirements.
 

Job Descriptions

Prepare a list of the job's duties, responsibilities, and accountability.

 

Job Specifications

Prepare a list of the job's human requirements, i.e. skills, education, experience, managerial abilities, and personality.

 

Job Evaluation, Classification, And Grading

Determine the relative worth of the job using one of the following methods:

  • Survey of salaries and wages in the specific industry.
  • The ranking method.
  • The job classification method.
  • The point method.
  • The factor comparison method.

Job Compensation Plan

Develop an appropriate job compensation plan that should include the following:

  • Basic job compensation.
  • Financial incentives.
  • Employee benefits.

7. SIX STEPS IN THE JOB ANALYSIS PROCESS

A typical Job Analysis Process entails six steps outlined below. (5)

THE JOB ANALYSIS PROCESS

Step 1: Identify The Application Of The Job Analysis Information.

This information can be used to prepare a job description or a job specification, to develop an employee compensation program, to determine employee training needs, or to provide the basis for employee performance appraisal.

Step 2: Collect And Evaluate The Job Analysis Information.

This information may include existing organizational chart, job descriptions, job specifications, or compensation reports.

Step 3: Select Representative Positions For Job Analysis.

Job analysis in a small or medium-sized company may include positions of the president, vice presidents, marketing or sales manager, financial manager, production or operations manager, production operator, and administration clerk.

Step 4: Collect And Evaluate The Job Analysis Information.

Collect and evaluate the information related to the selected representative positions, as described earlier.

Step 5: Review The Information With Job Analysis Participants.

The job analysis information should be reviewed with the selected employees who participate in the job analysis process. Each participant should have the opportunity of studying and understanding the specific details related to his or her position in light of the job analysis results.

Step 6: Develop Job Descriptions And Job Specifications.

Job descriptions and job specifications represent the two prime products of the job analysis process. A job description specifies the duties, responsibilities, and accountability of a particular position. A job specification outlines the specific requirements for a particular position.

8. JOB ANALYSIS INTERVIEW QUESTIONS

JOB ANALYSIS QUESTIONS

Some of the typical Job Analysis Questions frequently asked during a job analysis interview are outlined below.

TYPICAL JOB ANALYSIS QUESTIONS

1.

What is the essence of work in your position?

2.

What are the main duties and responsibilities of your position?

3.

In what different physical locations do you have to work?

4.

What level of education is required for your position?

5.

What level of experience and skills are required for your position?

6.

What type of certification and licensing is required for your position?

7.

What is the level of authority vested in your position?

8.

What is the level of accountability and to whom are you accountable?

9.

What type of activities does this position entail?

10.

What are the safety conditions related to this position?

11.

Does your work present any type of hazardous or unusual working conditions?

12.

What are the emotional, physical, and mental demands of your position?


ADDITIONAL INFORMATION ONLINE

Job Analysis Process By Oteroliz.
How To Do A Job Analysis By Sheryl Wolowyk, HR Pro.
Job Analysis And Steps By Sidra Zaheer And Aleena Wasi.
How To Conduct Job Analysis Effectively By Syafeez Mohd.
Introduction To The Job Hazard Analysis By Nathan Crutchfield.

9. JOB ANALYSIS IN A SMALL BUSINESS

JOB ANALYSIS IN A SMALL BUSINESS

Business owners and managers in many small and medium-sized companies often use a simple Job Analysis Questionnaire to gather relevant information. The business owner or manager must simply prepare a list of appropriate positions that are in need of job analysis, and identify whether these positions are new or existing ones.

For all existing positions, the business owner or manager must issue a job analysis questionnaire to appropriate employees to assist in gathering relevant information. This questionnaire, in essence, lists a number of specific questions which should be answered by a particular employee who participates in the job analysis process, and should be reviewed and approved by the job incumbent's supervisor.

10. SMALL BUSINESS EXAMPLE
JOB ANALYSIS QUESTIONNAIRE

11. WHAT SHOULD BE DONE AFTER JOB ANALYSIS?

DEVELOP JOB DESCRIPTIONS AND JOB SPECIFICATIONS

Once all relevant questions are answered, business owners and managers must summarize the appropriate results and proceed with the preparation of job descriptions and job specifications for various positions with the organization.

Job Descriptions and Job Specifications are used extensively in evaluating, classifying, and grading various jobs and in preparing compensation plans.

Note:

Job Descriptions And Job Specifications are discussed in detail in Tutorial 2.


ADDITIONAL INFORMATION ONLINE

How To Write A Job Description By Brenda Lavell.
Why Do I Need A Job Description By Victoria Mavis.
Job Description By Tyler Stapleton, Child Care HR Council.
How To Write Great Job Descriptions By Alyson Pellowe, People Vision HR.
Write A Job Description In Three Easy Steps By Dianne, Easy Small Business HR.

12. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

13. THE LATEST INFORMATION ONLINE

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1.

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2.

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3.

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If you are U.S. Veteran, your membership in Lean Business Club and complete access to the Lean Business 2100 Management Program online will be available to you free of charge for an unlimited period.

 

LESSON FOR TODAY:
Good Job Analysis Is A Serious Job!