Group Members

 Muhammad Ali Pervez

 Ehtasham ul haq

 Muhammad Waqas Butt

 Umair Farooq
Topic

Job Analysis and Job

Evaluation
Job Analysis
Overview

 What is job analysis?

 Why is it done?

 How is it done?
Job Analysis Defined
 Systematic process of determining the skills,
duties, and knowledge required for performing
jobs in an organization.

“ Knowing Who Does What ??? ”

 Job Analysis focuses on the job rather

than the job holder
Purpose of a Job Analysis
 To Find Right Person For The
Right Job On The Right Time

Always where we start!

When To ANALYSE A JOB ???

1. When the Organisation commence and the job

analysis program start
2. when a new job is created
3. when a job is changed significantly ( Tittle Or
Requriment)
Products of Job Analysis
 Job Description –Identification of the tasks,
duties, and responsibilities of a job
 Specifies the task requirements

 Job Specifications – The knowledge, skills,

and abilities an individual needs to perform a
job satisfactorily.
 Specifies the people requirements

 Job Evaluation – Determine the worth of a

job
 Used to establish compensation rates
 Products of Job
Analysis

Job Analysis

Job Evaluation Job Description Job Specification

 Task Responsibilities Duties

Job Description

Job Analysis
Job Specification

Knowledge Skills Abilities

 Job Analysis Methods

Job Analysis
Methods

Observatio Computeriz
Interviewin Questionnai Dairy
n ed
g res Method
Job Analysis
Job Analysis Methods
Observation Method:
A job analysis technique in which data are
gathered by watching employees work.
Interview Method:
Meeting with employee to determine what
his or her job entails.
Questionnaire Method:
A specifically designed questionnaire on
which employees rate tasks they perform
in their jobs.
Job Analysis Method
Dairy/Log Method:

A job analysis method requiring job

instruments to record their daily
activities.
Job Evaluation
Overview

 What is it?

 How is it done?

 What is “pay equity” (or comparable worth)?

Job Evaluation Defined

An assessment of the relative value of

jobs to determine appropriate
compensation
 Job Evaluation Method

 Ordering Method
 Classification Method
 Point Method
 Job Evaluation Method
Ordering Method:

Arrange jobs in a simple rank order, from highest to lowest.

Example :- 1st Rank , 2nd Rank

Classification Method:

Evaluating jobs based on predetermined job grades.

Example :- 14 Grade , 18 Grade

Point Method:

Breaking down jobs based on identifiable criteria and

the degree to which these criteria exist on the job.
Pay Equity
The Problem: pay inequity

 Women’s wages are between 70%

- 90% of men’s Wages

 Why?
Legislative attempts to
remove inequities
Equal Pay for Equal Work
 introduced in Ontario in 1951

 gradually changed to include “similar”

work
Equal Pay for Work of Equal Value
 introduced in Ontario in 1987

 companies required to evaluate jobs on the

basis of skill, effort,

responsibility and working conditions
 must pay jobs according to value
Thank you!