Module For Humanika Consulting's Public Training

1. Job Analysis www.humanikaconsulting.com

2. Objectives Memahamikonsepdarianalisisjabatan MengetahuiperanpentingAnalisaJabatanpadasebuahsistemkinerjaterukurdalamorganisasi. TrampildalammenyelenggarakanAnalisaJabatandenganmenggunakanberbagaimetodekhususnyawawancara. MembuatlaporandariprosesAnalisaJabatan

3. Agenda 08.00 Introduction 10.00 Break 10.30 Methods of Job Analysis 12.00 Lunch 13.00 Role Play 15.00 Break 15.15 MembuatLaporan 16.00 End of The Training

4. “ Job Analysis plays particularly important roles in compensation systems (job evaluation), in selection processes and in equal employment opportunity(development and validation of selection tests and employment procedures). “

5. DimanaAnalisaJabatanBerada? Recruiting Selection Labor relations Job analysis Job Description Job specification Strategic human resource planning Safety & health Compensation Employee training Performance appraisal Employee development Career development Source: De Cenzo & Robbins

6. Definisi “Suatuprosesmempelajaridanmengumpulkaninformasi-informasi yang berhubungandenganoperasional/pelaksanaandantanggungjawabdarisuatujabatantertentu”. Edwin B. FLIPPO. “Suatuproseduruntukmenemukandanmencatatsecarasistematishal-hal yang berhubungandengansuatujabatanataudisebutdengan Job Study yang mempelajaritentangtugas, proseskerja, tangungjawabdanpersyaratan personal darisuatujabatan”. Dale YODER. 6

7. Job Analysis A systematic exploration of the activities within a job. A technical procedure used to define the duties, responsibilities, and accountabilities of a job The identification and description of what happening on the job Accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them, and the conditions under which they must performed.

8. PrinsipAnalisaJabatan HarusJelasBatasanPekerjaantersebut (biasanyadalamhalwewenang) Harusdilaksanakanatasdasarkenyataansebenarnya (obyektif) Harusdisusunsecarakronologis Memperhatikansituasipekerjaan (mengapapekerjaanitudilakukandalamjabatanitu)

9. TujuanAnalisaJabatan Memberikanpengertiantentangtugas yang terkandungdalamsuatujabatandanpersyaratan yang harusdipenuhiuntukjabatantersebut. HasilnyaberupaJob Description danJob Specification Sebagaidasaruntukmelaksanakankegiatan-kegiatan MSDM lainnya.

11. InformasiJabatan Job Description : Written Summaries of the basis Tasks,Duties and Responsibilities of Jobs Job Specification : used primarily for selection of qualified employees, thus specifications should be precise as well as job related. Job Performance Standards : performance goals to accomplish, and with knowledge of performance expectations on the job. Job Standards are often linked to performance appraisals.

12. Job Description Job Descriptions contain three (3) basic sections: Identification Section, Generally contains the Job title, Department and Supervisors’ Title. Other identification elements such as Job number and pay grade for the job may be included Job Summary, Provides a brief overview of the general nature of job tasks. Specific Duties and Responsibilities, Provides a detailed listing of the specific duties and responsibilities contained in the job.

13. Job Description Must be as accurate as possible. Should contain all the major tasks assigned to the jobs. Clarifying vague responsibilities Eliminating overlapping responsibilities between jobs

14. Job Description Apa yang dilakukan(What is to be done)  untukmengetahuifungsipekerja : PengolahanMasalah Data (D) : ( Memadukan, mengkoordinasikan, menganalisa, menyusun, menghitung, menyalin, membadingkan) PengolahanMasalahOrang (O) : ( Menasehati, berunding, mengajar, mengawasi, mengibur, membujuk, berbicara, melayani, menerimainstruksi) Pengolahanmasalah Benda (B) : (Menyetel, mengerjakan, menjalankan, mengemudikan, mengerjakandengantangan, melayani, memasukanbahandanmemegang)

15. Job Description Bagaimanamengerjakantugas(How to do it) :  untukmengetahuibagaimanapekerjaanitudilaksanakan, peralatanapa yang diperlukandanmetodaapa yang digunakan. Mengapaharusmelakukanpekerjaanitu(Why it must be done):  untukmengetahuibagaimanaluas (scope) pekerjaandantujuandarijabatanitu yang berhubungandenganbahandanpokokdarijabatanitu (proses input-output)

16. Pendidikan Pendidikan Formal Pendidikanlainnya Pengetahuankerja Keterampilankerja Keterampilan mental Keterampilanfisik Keterampilansosial Pengalamankerja Bakat Temperamen Minat KondisiJasmani JenisKelamin Job Specification “ Most Job Specifications list the education, experience and general knowledge, skills and abilities to perform the job.”

17. Job Performance Standards represent the expected performance for each job duty described on the job description

18. Uses of Job Analysis

19. Job Analysis Methods Observation method Individual interview method Group interview method Structured Questionnaire method Technical Conference method Diary method

20. Sources of information for Job Analysis Incumbent Supervisor Subject Matter Experts (SMEs) Customers

21. The Job Design Input-output Framework Feedback Organizational elements Productive and satisfying job Environmental elements Job design Behavioral elements DESIRED OUTPUTS TRANSFORMATION PROCESS INPUTS Source: Wherther & Davis

22. Source: Wherther & Davis

23. Techniques of job redesign Underspecialization - Work simplification - Reenggineering Overspecialization - Job rotation - Job enlargement - Job enrichment - Autonomous work teams Source: Wherther & Davis

24. Job Design To Increase Motivation The Job Characteristics Model Job Enrichment Job Rotation Work at home Flexible hours Source: De Cenzo & Robbins

25. Job characteristic Model Core Job Characteristic Critical psychological states Individual work outcomes Experienced meaningfulness of the work · Skill variety · Task identity · Task significance · High intrinsic work motivation · High-quality work performance · High satisfaction with the work · Low absenteeism and turnover Experienced responsibility for outcomes of the work Autonomy Knowledge of actual result of the work Feedback Moderators · Growth-need strenght · Knowledge and skill · “Context’ satisfactions

26. JOB ANALYSIS SYSTEM JOB DESCRIPTION -- Task -- Duties --- Responsibilities SOURCES OF DATA -- Job Analyst -- Employee -- Supervisor JOB DATA -- Task -- Performance -- Standard -- Responsibilities -- Knowledge -- Required -- Experience Needed -- Job Content -- Duties -- Equipment Needed HUMAN RESOURCES FUNCTIONS -- Recruitment -- Selection -- Training & Development -- Performance Appraisal -- Compensation Mgt. -- Labour Relations METHODS OF COLLECTING DATA -- Interviews -- Questionnaires -- Observations -- Records -- DOT -- Diaries JOB SPECIFICATIONS -- Skills Required -- Physical Demand 4

27. Questions ?

28. Session 2 : Conducting the Job analysis

29. Conducting the Job analysis Understand the purpose of the job analysis Understand the role of the job in the organization Review draft with supervisor Develop draft Planning Seek clarification Determine how to collect job analysis information Source : De cenzo & Robbins

30. Understand the purpose of the job analysis PenentuanTujuananalisajabatan (Setting goals)  untuktujuanapaanalisatersebutdilakukan agar dapatmenentukanjenisinformasijabatan yang diperlukan.

31. Understand the role of the job in the organization Knowledge and Skill to do Job Analysis Have Motivation to explore the information Good in interpersonal communication skill

33. Misi

34. Strukturorganisasi

35. Mekanismekerjaorganisasi

36. Daftarpegawai

37. Data jabatan yang ada

38. Lingkungankerja

39. Kebijaksanaankepegawaian

40. Menentukaninformasijabatan minimal 3 komponen :

41. Identifikasijabatan

42. Pelaksanaanpekerjaanyaitujawabandari : APA, BagaimanadanMengapa

44. Kuesioner

45. Wawancara (interview)

46. Bukuharianpegawai (log book)

48. Sampling

49. Namajabatan

51. Atasanlangsungpegawaiybs

52. Orang lain yang mengetahuitentangjabatantersebut.

54. Develop draft DeskripsiJabatan Uraianjabatan Syaratkualifikasipemangkujabatan Pelaksanaankegiatan Persyaratanjabatan (Job Specification) Job Qualification Job Requirement Minimum Hiring Requirement KlasifikasiJabatan (Jon Classification) DesainJabatan (Job Design) Desainjabatansecarasederhana (garisbesar) DesainJabaransecarakhusus PemerkayaanJabatan (job Enrichment) NilaiJabatan (job Volume)

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