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The manager of the finance department has asked you to carry out a job analysis of the other employees

in your department.
QUESTIONS
(a) Briefly explain what is meant by the term job analysis. (4 marks)
(b) Briefly explain the four stages involved in carrying out a job analysis. (4 marks)
(c) Identify and briefly explain the information you would expect to collect during the job analysis
investigation (12 marks)
Job analysis is an important part of other descriptive documents which relate to the job itself. Before any
other job related tasks such as a job description or performance measures can be undertaken, the job
must be carefully analysed and described. Professional accountants need to understand that job analysis
underpins a great deal of other human resource issues.
(a) Job analysis may be described as:
The process of collecting, analysing and setting out information about the content of jobs in order to
provide the basis for a job description and data for recruitment, training, job evaluation and performance
management. Job analysis concentrates on what job holders are expected to do.(Students are not
expected to remember the exact definition but are expected to be able to provide a brief
explanation of the term).
(b) A job analysis must be carried out systematically in order to obtain the facts about the job.
There are four stages which are:
Stage 1: Obtain all the necessary relevant and appropriate documentation.
Stage 2: Ask managers about the purpose and more general aspects of the job, its main activities and the
responsibilities
involved.
Stage 3: Ask the same questions of the job holders since perceptions may differ
Stage 4: Actually observe the job holders at work.
(c) The information that would be collected during the job analysis investigation takes a logical,
purposeful approach.
The purpose of the job. Not obvious! For example, access to and provision of financial information has to
be seen within the context of the whole organisation.
The content of the job. The tasks that are expected to be undertaken. For example, payment of staff will
involve many different tasks related to payroll.
The accountabilities of the job. The results for which the job holder is responsible, much as in the same
way as the task.
The performance criteria. This is the measurement(s) by which the job holder is judged and may be
based on task related matters such as work accuracy.
The responsibility of the job. This indicates the importance of the job and may be measured in terms of
decision making responsibility, accountability, discretion and programmed or unpredictable routines.
The organisational factors. To whom does the job holder report and whether by direct line management
or function.
The developmental factors. These are the promotion and career prospects of the job.
The environmental factors. Working conditions, security and safety needs and requirements.