JOB ANALYSIS QUESTIONNAIRES

Our Consultants were engaged to solve this situation in a timely and productive manner.

The Modus Operandi

The Job Analysis Questionnaires (JAQ) for this task was conducted based on three key criterias:

JAQ by Job Description
- A systematic way for determining which employees are expected to perform a particular type of jobs or task that must be accomplished.
- The cornerstone is therefore the set of jobs performed by the employees.
- These jobs in turn, provide the mechanism for coordinating and linking the various activities in the Company that are necessary for success.
JAQ by Job Specification
- Job Specification is the knowledge, skills, abilities or attributes (KSA) necessary for effective job performance.
- During recruitment exercise or promotion exercise, the Company will ensure that the candidates to be recruited or promoted will fit into the Job Specification of the positions to be filled in.
- Academic qualification sometimes can be substituted with years of relevant working experience.
JAQ by Job Distribution
- Links to Company’s Productivity Target, employees work out-put, Job Description and Job Specification.
- Segregates various jobs in the JDs to the level of employees positions which is determined by the Job Specification

The Result

The results were as per below:

1. JAQ by Job Description (JD)

A. Employees breakdown by department:

B. Compliance of Company’s JD:

2. JAQ by Job Specification

3. JAQ by Job Distribution

A. Volume of Job Compliance

B. Unassigned Tasks

C. Task done according to level of position

The Findings/ Recommendations

A. Job Description

Findings	42.1% of 107 employees working on the actual Company's JD
	22.4% of employees are working on their own JD
	35.5% executing partial Company's JD
Recommendations	Strongly recommended to review and redo employees' JD

B. Job Specification

Findings	11% of 107 employees fond without the required Job Specification.
	This figure is within the tolerable zone
	Presumed they are performing their jobs under close supervision, and will eventually develop their skill
Recommendations	Provide OJT, coaching and upgrade skills and knowledge Review recruitment and promotion processes.

C. Job Distribution

Recommendations	Evaluate cost impact and review Job Description accordingly
	Evaluate constraints for this group. This will cause frustration and distress.
	Job Specification or entry point to each level of positions needs to be reviewed. If they are competent enough, they should be promoted to that particular position accordingly, otherwise they are considered to be under qualified
	Therefore a Job Grade restructuring has to be done, if not this group will be considered as overqualified

Case Studies

JOB ANALYSIS QUESTIONNAIRES

This case study is based on one of our client located in Nilai, who is one of the top FMCG in the world.

There are 107 unionized employees in this company.

Majority of them are in the position of Line Process employees of grade 1,2 and 3. There are also are Clerks, Forklift Drivers, Production Technicians, Service Hand and Store Hand.

It is the desire of Client’s Management to study and review these employees job functions, since it has been observed that a number of them are practicing overlapping jobs, especially the Line Process Man.

There are also complaints about the unclear jobs functions whereby employees are doing their jobs not in accordance to their JD.

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Case Studies

JOB ANALYSIS QUESTIONNAIRES

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Testimonials

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