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Name : NORSAZALINA BINTI SAPRI

Matric : 247705
Name : NURUL AMIRA BINTI MOHAMAD SOBRI
Matric : 247662
Video Title : JOB ANALYSIS, JOB DESCRIPTION, JOB SPECIFICATION AND JOB
EVALUATION
Link : https://youtu.be/7C6DJ6oCwLY

CHAPTER 3 : JOB ANALYSIS

1. Definition of job analysis :


Job analysis is a process of determining which characteristic are necessary for
satisfactory job performance and analyzing the environmental conditions in which the job
is performed. Job analysis list the two development of documents namely job description
and job specification.

2. Importance of job analysis :


a. Determine duties, skills and abilities requires for a job
b. Relationship to other jobs
c. Conditions under which work is performed
d. The kind of person required
e. Materials and equipment requirements.

3. Job description and specification :


Job description indicates the tasks and responsibilities, job title, duties, machines, tools
and equipment, working conditions and occupational hazards that form part of the job.
To perform job education, experience, planning, judgemental skill and communication
skill are require to perform the job effectively. It is an important document and useful to
identify the job configuration.
Job specification is statement of the essential components of a job class including a
summary of the job to be performed, primary duties and responsibilities and the
minimum qualifications and requirements necessary to perform the essential functions of
the job.

4. Methods of job analysis :


There are 6 methods of job analysis :
i. Observation Method
Observation of work activities and worker behaviors is a method of job analysis
which can be used independently.
ii. Direct Observation
Using direct observation, a person conducting the analysis simply observes
employees in the performance of their duties.
iii. Work Methods Analysis
This method is used to describe manual and repetitive production jobs, such as
factory or assembly-line jobs.
iv. Critical Incidents Technique
It involves observation and recording of example of particularly effective or
ineffective behaviors.
v. In this method, the Analyst interviews the employee, his supervisor and other
concerned persons and record answers to relevant questions.
vi. Questionnaire
In this method properly drafted questionnaires are sent to jobholders.

5. Definition of job design :

Job design is next to job analysis. Job design involves systematic attempts to organize tasks,
duties and responsibilities into a unit of work to achieve certain objectives. It is affected by three
categories of factors that are organization factors, environmental factors and behavior factors.

6. Methods of job design :

i. Job rotation

Implies systematic movement of employees from one job to the other.

ii. Job enrichment

Means making the job rich in its contents so that an employee will get more satisfaction while
performing that job.
iii. Job enlargement

It is a process of increasing the scope of a job by adding more tasks to it.

iv. Job simplification

Means breaking the job into relatively easier sub-parts with the intention to enhance the
individuals productivity by minimizing the physical and mental effort required to perform the
complex job.

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