1. Company
LOGO
Job & Task Analysis
By : Nabil Diab, PhD Candidate
OM7501
Northcentral University
Feb 2010
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2. Overview
1. Introduction
2. Job Analysis Process
3. Major Multifaceted Nature
4. Methods of Job Analysis
5. Job Analysis Goal
6. Example 1
7. Example 2
8. Summary
8. References
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3. Introduction
An important concept of Job Analysis is that the analysis is conducted of the Job, not the person.
Job Analysis is a process
to identify and determine
in detail the particular job
duties and requirements The history of job analysis
Job Analysis is “the can be traced back to
and the relative
Socrates in the fifth century
collection and analysis of importance of these B.C. and his description of
any type of job-related duties for a given job ( hr- the ideal state ( Primoff &
information by any method guide.com, 1999). Fine, 1988). In 1916,
for any purpose. It may be Frederick Taylor referred to
looked at as a way to job analysis as the first of
analyze reality,” (Ash, 1988, the four principles of
scientific management
p.3). (Ash,1988).
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4. Job Analysis
Process
Source: Based on reference information contained in the web document “Job Analysis in the
AMEDD”, which is located at
http://www.cs.amedd.army.mil/simcenter/job_analysis_in_the_amedd.htm 4

5. The Major Multifaceted Nature of
the Job Analysis
Job
Analysis Selection
Employee
Training Safety
and
Health
Source: Based on DeCenzo & Robbins, “Human Resource Management” , 1999, p.
145 5

6. Methods of Job Analysis
Interview Questionnaires
Observation Diary
Takes Uses experts to
gather
past
information about
incidents •Analyst •Individual Questions
observes Employees job
of good about the
incumbent characteristics
record
job’s tasks
and bad
information
 Directly •Group &
behavior into diaries
 Videotape responsibilities
of their daily
tasks
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7. Job Analysis Goal:
Match Person & Job
Person
Job
 KSAs
 Talents & Interests  Tasks & Duties
 Motivation  Rewards
Job
Outcomes
 Performance
 Satisfaction
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8. Example 1
•
• Common Elements
Title:
• Safety Manager
• Summary:
– Job Title • Function & Scope:
• To provide professional knowledge and expertise in
– Job Summary the administration and support of environmental
health and safety programs.
– Tasks & Duties Responsible for the overall coordination and
implementation of environmental health and safety
• “Task Statements” programs to assure compliance with
regulatory agency guidelines and institutional
policies.
– Qualifications • Education:
• Required:
– Other information • Bachelor's degree/
• Preferred:
• Bachelor's degree in Engineering, Applied or Basic
Science, Environmental Science, Industrial
Hygiene, or a related field.
• Other Knowledge, Skills, and Abilities:
Eligible to be certified in one of the following:
Certified Safety Professional (CSP) by Board of
Certified Safety Professional
Certified Industrial Hygienist (CIH) by American
Board of Industrial Hygiene
Source: Based on reference information contained in the web document “ UTD Certified Biological Safety Professional (CBSP) by
Human Resources Management”, which is located at American Biological
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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Safety Association

9. Example 1-
Task Statement Format
• Performs what action?
• Additional information
 Example: “Supervise”
 Example: Responsible for duties
as assigned relating to internal
• To whom or what is the action controls including safe-guarding
performed?
of department assets, reliability
of department financial
 Example: Ensures compliance
with all applicable federal, state information, and compliance with
and local legislation and codes applicable laws, regulations,
governing environmental health policies and procedures.
and safety
Source: Based on reference information contained in the web document “ UTD Human Resources Management”, which is located at
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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10. Example 1-
Purpose
How do you want to use
Decide the Job Descriptions?
• Job design
purposes • Recruiting
of the • Selection
• Performance appraisal
job analysis • Training
project • Compensation
Source: Based on reference information contained in the web document “ UTD Human Resources Management”, which is located at
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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11. Example 1-
Method
• Decide what data Identify sources of job
(information) is needed
– At a minimum, for each job data
being analyzed, we need
data on: – Job incumbents:
• Tasks & duties observation, interview,
performed on the job
questionnaire
• Qualifications required
by the job – Supervisor of job:
• Select specific procedures of job
analysis interview,
– Narrative Job Descriptions questionnaire
• Simplest method of job
analysis – Other sources
• Collect qualitative data (no
numbers)
Source: Based on reference information contained in the web document “ UTD Human Resources Management”, which is located at
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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12. Example 1-
Data Collection & Analysis
• Collect job data
– Get the organization ready
– Reduce sources of bias
– Conduct effective interviews
• Analyze the job data
• Report results to organization
– Write the job descriptions
• Periodically recheck the job data
– Update & revise the job
descriptions as needed
Source: Based on reference information contained in the web document “ UTD Human Resources Management”, which is located at
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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13. Example 1-
Assessment
• Evaluate the Job Analysis project
– Continuous improvement: learn
from both successes & mistakes to
continuously get better
• Did the project finish on-time
and under-budget?
– If not, what went
wrong? What would
you do differently?
• Did you collect the correct
information?
– What additional
information would you
collect if you did the
project over?
– What information
would you not collect?
• Are the Job Descriptions
being used as intended?
– If not, what’s missing
to make them useful?
Source: Based on reference information contained in the web document “ UTD Human Resources Management”, which is located at
http://www.utdallas.edu/hrm/compensation/jobdescriptions/6616.php5
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14. Example 2
• Job Title:
• Marketing Manager
The Structured Job Analysis Procedures will be
• Department:
• Marketing
used in this example by deploying the
• Reports To:
• President
Professional and Managerial Position Questionnaire
• FLSA Status:
• Non-Exempt
(PMPQ) which is a structured job analysis
• Prepared By:
• Michael Smith
questionnaire for professional, managerial, and
• Prepared Date:
• December 1, 2004
related positions such as those held by executives,
• Approved By:
• Janet Jones
supervisors, engineers, technicians, teachers, and
• Approved Date:
• December 15, 2004
other professionals .
• SUMMARY
Plans, directs, and coordinates the marketing of the
organization's products and/or services by performing
the following duties personally or through subordinate
supervisors.
Source: Based on reference information contained in the
web document “ Professional and Managerial Position Source: Based on reference information contained in the web
Questionnaire (PMPQ) “ , which is located at document “ Job Description”, which is located at
http://www.paq2.com/pmpqmain.html https://www.jobdescription.com/content/complet1.asp 14

15. Example 2-
Structured Job Analysis Procedures
 Structured Job Analysis Procedures
 O*NET: Occupational Information Network database
 Developed by the US Department of Labor
 Standardized descriptors of skills, knowledges, tasks,
occupation requirements, and worker abilities, interests, and
values to assist you in building accurate job descriptions
Source: Based on reference information contained at
http://www.onetcenter.org/ 15

16. Summary
New Views of Job Analysis
 Future-Oriented Strategic Job Analysis
Instead of describing how a job is today,
describe how it will be in the future
Competency Modeling
Define the job’s critical success factors, which
should be tied to the organization’s objectives
and strategy
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17. References
• Ash, R. (1988). Job analysis in the world of work. In S. Gael (Ed.), The Job Analysis
Handbook for Business (pp. 3−13). New York: John Wiley and Sons.
• DeCenzo, David A. and Stephen P. Robbins. Human Resource Management. New
York: John Wiley & Sons, 1999.
• Gael (1988a). The job analysis handbook for business, industry, and government, vol. 1.
New York: John Wiley and Sons.
• Gatewood, R., & Feild, H. (1994). Human resource selection. Orlando, FL: The Dryden
Press
• Ghorpade, J., & Atchison, T. (1980). The concept of job analysis: A review and some
suggestions. Public Personnel Management, 9, 134−144.
• Hr-Guide.com, (1999). HR guide to the internet: Job analysis. Retrieved Feb 2, 2010,
from http://www.job-analysis.net/G000.htm
• Mirabile, R. J. (1990). The power of job analysis. Training, 27(4), 70−74.
• Oswald, F. L. (2003). Job analysis: Methods, research, and applications for human
resource management in the new millennium. Personnel Psychology, 56(3),
800−802.
• Primoff, E., & Fine, S. (1988). A history of job analysis. In S. Gael (Ed.), The job analysis
handbook for business, industry and government, vol. 1. New York: John Wiley and
Sons.
• Siddique, C. M. (2004). Job analysis: A strategic human resource management practice.
International Journal of Human Resource Management, 15(1), 219−244.
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