Job Analysis --- The process of studying positions, of describing the duties and

responsibilities that go with jobs, and of grouping similar positions into job categories.

3 Elements of Job Analysis

 Company policy and Administration

 Job information
 Methods of securing job information

Job Description --- A list that a person might use for general tasks, or functions, and
responsibilities of a position. It may often include to whom the position reports, specifications
such as the qualifications or skills needed by the person in the job, and a salary range.

Job Profile --- Describes the job in terms of key result areas and functions and roles and
competencies.

Job Specification --- Indicates the qualifications in terms of skills, experience, training, and
other special qualifications as well as the traits required of the worker to satisfactorily perform
the job.

Position Analysis Questionnaire ---- An instrument based on the statistical analysis of worker-
oriented job elements developed by McCormick, Jeanneret and Mechan, consists of 194 items
covering the following categories:

 Information input – where and how the worker gets information used for the job
 Mental process – the reasoning, planning, and decision-making involved in the job
 Work output – the physical activities performed by the worker and the tools or
equipment used
 Relationships with other persons
 Job context – physical and social contexts in which the work is done
Job Components Inventory --- Initiated in Britain, is a practical tool used in curriculum
development of career guidance and broad-based training

Interview --- To obtain a whole perspective of the job, it is better for you to interview the
employee and the immediate superior in their work place

Observation --- Some jobs are better understood by observation. So, do go to the workplace
and observe the people at work.

Draft and Review --- When you have adequately obtained job information, you are now
ready to write the job description and job specification.

Job Evaluation --- The process of determining the work of one job in relation to the other
jobs in company.

Basic Principles in Job Evaluation:

 Equal pay for equal work – Those doing essentially the same work as expected to
receive the same pay
 Differences in pay must be based on differences of work – Differences are the result
of complexity of duties and responsibilities, degree of skill required for the job, or
impact of the work or operations
 Pay levels must be related to existing community pay scales – Paying at levels
comparable to those paid by the community or industry for similar work prevents
costly ‘’pirating’’ and reduces unplanned turnover due to inferior fare rates
 Caution on Job Evaluation – Exercise caution in job evaluation. It is not guaranteed to
solve all problems in compensating employees.

2 Categories of Job Evaluation Methods:

 Non-quantitative Methods ---- The job as a whole is compared with other jobs in
terms of its elements or component part;
--- The Ranking Method
--- The Position Classification or Grade Description Method
 Quantitative Methods ---- The job is broken down into its characteristics and
evaluated by the use of factors in a standard rating scale previously set up
--- The Point System
--- The Hay Method