PSYCH-105 Industrial Psychology
Chapter 14: Job Analysis
Unit 1
Unit 2
Unit 3
Unit 4
Appendix
JOB SPECIFICATION
Job specification is a statement of capabilities and qualifications required to perform a job. Job specification should define the minimum acceptable standards for employment and performance on the job. These qualities assessed and recorded involve subjective judgment on a part of personnel manager, supervisor, job analyst and job holder.
Job specification translates the job description into human qualifications and sometimes level of performance required for successful performance of the job.
Elements of Job Specification
1. Education
2. Experience
3. Training
4. Judgment
5. Initiative
6. Physical efforts
7. Physical skills
8. Responsibilities
9. Communication skills
10. Emotional characteristics
11. Unusual sensory demands such as sight, smell, hearing
Problems with Job Analysis
- Lack of support from top management
- Lack of training of the analyst and incumbent. Incumbent should be trained about the purpose of job analysis otherwise they may distort data
- Use of only one method every method has advantages and disadvantages so using more than one method may provide better data
- Other problems
a. Lack of participation of stake holder
b. Lack of reward for quality information
c. Insufficient time awarded
d. Absence of review
e. Intentional / unintentional distortion by incumbent
f. Time spent on job analysis is too long
