Professional Documents
Culture Documents
Elements: Elements are the factor or components to be selected for analyzing jobs.
A task is a distinct work activity carried out for a distinct purpose. Examples would
include typing a letter, preparing a lecture, or unloading a mail truck.
Task:
Job: A job
Why is it important to know the terms defined above? As we will show, job analysis begins at
the level of the element and attempts to build understanding of jobs, occupations, and careers
as components are combined. In other words, the previous definitions should help you to see
how jobs evolve and develop.
Armed with this conceptual framework, let us now look at how to conduct the job analysis.
The next section will explore the more widely used job analysis techniques.
Career
Occupation
Job Family
Job
Position
Duty
Task
Element
3
Review Draft with the Job Supervisor: Ultimately, the supervisor of the position being
analyzed should approve the job description. Review comments from the supervisor can
assist in determining a final job description document. When the description is an accurate
reflection, the supervisor should sign off, or approve the document.
Understand the purpose
of the job analysis
Review draft
with supervisor
Develop draft
Benchmark position
Seek
clarification
4
align with the stated duties. Furthermore, under the Americans with Disabilities Act, job
descriptions have taken on an added emphasis in identifying essential job functions.
Job Specifications : The job specification states the minimum acceptable qualifications that
the incumbent must possess to perform the job successfully. Based on the information
acquired through job analysis, the job specification identifies the knowledge, skills,
education, experience, certification, and abilities needed to do the job effectively. Individuals
possessing the personal characteristics identified in the job specification should perform the
job more effectively than those lacking these personal characteristics. The job specification,
therefore, is a important tool in the selection process, for it keeps the selectors attention on
the list of qualifications necessary for an incumbent to perform the job and assists in
determining whether candidates are essentially qualified.
Job Evaluations: In addition to providing data for job descriptions and specifications, job
analysis is also valuable in providing the information that makes comparison of jobs possible.
If an organization is to have an equitable compensation program, jobs that have similar
demands in terms of skills, knowledge, and abilities should be placed in common
compensation groups. Job evaluation contributes towards that end by specifying the relative
value of each job in the organization. Job evaluation, therefore, is an important part of
compensation administration, as will be discussed in detail in Chapter 11. In the meantime,
you should keep in mind that job evaluation is made possible by the data generated from job
analysis.
Job Description
Job Specifications
vocational curricula.
Selection
job analysis
Safety and
health
job description
Compensation
job specification
Performance
appraisal
Strategic human
resource planning
Employee training
Employee
development
Career
development