JOB ANALYSIS

JOB ANALYSIS (Analisis Pekerjaan)

Apa yang dimaksud dengan job analysis Apa manfaat dari job analysis ? Metode job analysis Pelaksanaannya dan masalah

JOB ANALYSIS
Jobs are the link between organizations and their human resources A Job is a pattern of tasks, duties, and responsibilities that can be done by a person Job - Consists of a group of tasks that must be performed for an organization to achieve its goals

Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization

JOB ANALYSIS

What is a job?
Sekelompok posisi yang mencakup elemen-elemen pekerjaannya, tugastugas dan tanggung jawab yang dicakup dalam suatu deskripsi pekerjaan Similar, but different concepts:
position: kombinasi kewajiban2 yang dibutuhkan oleh seseorang dalam menunaikan suatu pekerjaan. occupation: kategori pekerjaan yang dijumpai pada perusahaan-perusahaan.

JOB ANALYSIS

Identifies components of job by answering 4 questions: What does incumbent actually do? What are duties, responsibilities, & performance expectations? What KSAs (knowledge, skill and attitude) are needed for success? What are conditions, location, physical & social needs, supervision needs, etc. under which job is performed?

JOB ANALYSIS

What is job analysis?

Proses yang sistematis dari menghimpun informasi tentang tugas, kewajiban dan tanggung jawab dari pekerjaan tertentu. An important part of Human Resources (HR) planning

JOB ANALYSIS

Job analysis is systematic process for collecting (collected, evaluated, and organized) information on the important work-related aspects of a job (tasks, duties, and responsibilities) Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization

JOB ANALYSIS
Essential Characteristics of Job Analysis Data
Provides information about jobs that distinguishes between jobs Provides the necessary information to distinguish between different performance levels within the job

JOB ANALYSIS

Manfaat Job Analysis?

Telaah dan Perencanaan Kerja Suksesi Manajemen Pelatihan dan pengembangan Jalur karir Kriteria seleksi Evaluasi pekerjaan

JOB ANALYSIS

Manfaat Job Analysis?

Analisis penyusunan kepegawaian: Informasi pekerjaan. Desain organisasi : menganalisis elemen, menyusun posisi org. Redesain pekerjaan : untuk meningkatkan metode penyusunan pegawai, mengurangi kesalahan, eliminasi yang tidak perlu, perbaikan kinerja.

JOB ANALYSIS
Major Human Resources Management Actions that Rely on Job Analysis Information :
1. Evaluate how environtmental challenges affect individual jobs 2. Eliminate unneeded job requirements that can cause discrimination in employment 3. Discover job elements that help or hinder the quqlity of work life 4. Plan for future human resources requirements 5. Match job applicants and job openings 6. Determine training needs for new and experienced employees 7. Create plans to develop employee potential 8. Set realistic performance standards 9. Place employees in jobs that use their skills effectively 10.Compensate jobholders fairly

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Siapa yang melakukan JOB ANALYSIS ?

Pakar job analysis Job Analyser dari luar Supervisor Manager Individu yang sungguh memahami orang-orang, pekerjaan dan keseluruhan sistem organisasi.

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Pertimbangan Strategik dalam JOB ANALYSIS

Tingkat partisipasi karyawan dalam proses job analysis. Pelaksanaan job analysis (rincian proses) Waktu pelaksanaan job analysis Keputusan penggunaan orientasi (tradisional / masa depan)

JOB ANALYSIS

ASPEK PEKERJAAN JOB ANALYSIS

Keluaran pekerjaan (penyusunan staff, penetapan standar dan tujuan kerja, evaluasi nilai kerja) Aktivitas yang dilaksanakan. (tujuan perancangan kerja, struktur org., persyaratan kerja dan jalur karir, kebutuhan pelatihan dan pengembangan, pendefinisian kebutuhan suksesi manajemen, perencanaan tinjauan kerja.

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ASPEK PEKERJAAN JOB ANALYSIS

Kompetensi (definisi persyaratan kerja untuk seleksi, penempatan, jalur karir, rencana desain org. kebutuhan pelatihan). Struktur balas jasa (administrasi gaji).

JOB ANALYSIS
Tasks Responsibilities Duties
Human Resource Planning

Recruitment
Selection Training and Development

Job Descriptions
Job Analysis

Performance Appraisal Compensation and Benefits Safety and Health Employee and Labor Relations Legal Considerations Job Analysis for Teams

Job Standards

Job Specifications

Knowledge

Skills

Attitudes

Processes of Job Analysis

Job Analysis:
The determination through observation and study, of

pertinent information about a job, including specific tasks and necessary abilities, knowledge, and skills

Job Description:
The formal, written description of a specific job, such as

the job title, tasks to be performed, physical and mental skills required, duties, and responsibilities

Job Specification:
The written description of the qualifications necessary

for a specific job, such as education, experience, personal characteristics, and physical characteristics

JOB ANALYSIS

Dont Mix These Up!!

Job Analysis: Proses yang sistematis dari menghimpun informasi dari tugas, kewajiban dan tanggung jawab dari pekerjaan tertentu. Job Description: pernyataan faktual dan terorganisasi perihal kewajiban dan tanggung jawab pekerjaan tertentu. Job Specification: menunjukkan kualitas yang disyaratkan bagi pelaksanaan yang dapat diterima. Job Evaluation: proses sistematik dan beruntun untuk menentukan nilai suatu pekerjaan (menentukan kompensasi).

Job Descriptions

A Job Description is a written statement that explain the duties (what the job is, how it is done and why), working conditions and other aspects of a specified job.

Its a profile of the job

Job Specifications

A Job Specification describes the job demands on the employees who do it and the human skills that are required (experience, training, education and the ability to meet physical and mental demand).

Its a profile of the human characteristics

Job Standards

Job Standards are a key part of any control system (standards, measures, correction, and feedback) which have two functions: first; become the targets for employee efforts, second; used as criteria against which job success is measured.

Its a target as well as criteria

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TEKNIK JOB ANALYSIS

Observasi
Analisis Pekerjaan Fungsional

Wawancara Kuesioner
Kuesioner disesuaikan Kuesioner Informasi Analisis Pek. Kuesioner lengkap Kuesioner analisis posisi

Catatan harian karyawan.

OBSERVASI
Mengobservasi orang yang melaksanakan pekerjaan
Pekerjaan diasumsikan konstan sepanjang waktu. Tujuan : untuk menganalisis persyaratan dari

pekerjaan, bukan menilai.

Analisis Pekerjaan Fungsional

The Department of Labor Job analyst uses observation methods to gather information about an employee Information organized into 3 categories

Data People Things

Contoh Analisis Pekerjaan Fungsional

Work Functions Data
0. 1. 2. 3. 4. 5. 6. Pensintesaan Koordinasi Analisis Pengumpulan Komputasi Penyalinan Pembandingan

Orang
0. Penasihatan 1. Negosiasi 2. Instruksi 3. Penyeliaan 4. Peragaman 5. Pembujukan 6. Pembicaraan

Barang
0. Penetapan 1. Bekerja cermat 2. Pengendalian 3. Dorongan 4. Manipulasi 5. Pemeliharaan 6. Pemberian

7. Pelayanan
8. Melayani

7. Penanganan

Skor ditemukan dengan melakukan observasi, nilai 0 untuk nilai tertinggi

WAWANCARA
Ada 3 jenis ( inidividu, kelompok karyawan, kelompok

supervisor) Validitas tgt pada :

Penggunaan metode sistematik Sampel yang diambil

Kelemahan : distorsi informasi Diperlukan informasi tambahan.

KUESIONER
Kuesioner yang disesuaikan dengan aktivitas

organisasi. Kuesioner terbitan Informasi untuk membongkar tugas, tanggung jawab, kemampuan, standar kinerja pekerjaan. Kuesioner : analisis kuantitatif

KUESIONER ANALISIS POSISI

Position Analysis Quest. Berisi 194 butir (6 dimensi), menggambarkan pentingnya suatu unsur dasar.
PAQ menyajikan skor kuantitatif:
Informasi input Proses mental Output kerja

Relationship
Job contex

Catatan Harian Karyawan

Pencatatan secara berkala tugas, aktivitas karyawan Analisis yang membutuhkan waktu, ketelitian yang

tinggi dan biaya yang mahal. Berguna untuk menganalisis struktur kerja, organisasi, persyaratan staff, kebutuhan pelatihan.

KRITERIA TEKNIK JOB ANALYSIS

Keandalan (reliability) : Ukuran konsistensi
Validitas : ukuran akurasi

Menghimpun data dari kary dan superv. Tujuan analisis

Masalah2 dalam JOB ANALYSIS

Ketakutan karyawan (ancaman pekerjaan, tingkat gaji,

tingkat produksi). Mengumpulkan informasi yang mutakhir.

Keberhasilan JOB ANALYSIS

Komitmen manajemen puncak Keterlibatan serikat pekerja Keterlibatan karyawan Komunikasi yang efektif Penugasan personalia untuk pelaksanaan Penggunaan pakar Pengumpulan data Penggunaan alat dan teknik yang tepat. Penggunaan komite untuk pengawas.

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Job identification
General familiarity with organization and type of work

Questionnaire development Data collection

Application : Job descriptions Job specifications Job standards

Base information for : Job design HR planning Recruitment, selection and training Performance evaluation Compensation and benefit EEO Compliance

Addition to HRIS

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JOB DESIGN
Job design is a systematical process by which jobs are characterized and engineered based on its elements to gain organizational productivity and employee satisfaction
Feedback

Organizational elements Environmental elements Behavioral elements Job design Productive and satisfying job

JOB DESIGN
Mechanistic approach Work flow Work practices Ergonomics

Organizational elements

Efficiency

Environmental elements

Potential employee and values

Employee abilities and availability Social cultural expectations Autonomy Variety Task identity Task significance Feedback

Behavioral elements

Individual needs

JOB REDESIGN

UNDER SPECIALIZATION

Work simplification Reengineering

JOB REDESIGN

OVER SPECIALIZATION

Job rotation Job enlargement Job enrichment Autonomous work teams

JOB REDESIGN
Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker Job enlargement - Changes in the scope of a job to provide greater variety to the worker Reengineering - Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed

JOB REDESIGN

PLAN

DO

CONTROL