Job Analysis; In Scope of job Evaluation Process

I. Preface

Job Evaluastion (Work evaluation) or assessment of work is an continuation process of process analyse work, where in this process is process to specify weight/value relative to each work through mechanism and by using selected technique and method which have agreed on. It is important to know that any evaluation methods the used is an process of judgement as well as concerning relativity, so that to get result of consistent evaluation required different ofsame framework in to work evaluation. otherly word that process execution of work evaluation taken is interpreting and assessing and also finally give weight in each work, of result giving of work weight which is each differing, we can identified the each difficulty level and or complication. From work weight result which have been executed, henceforth we earn to specify sure concerning compensation of proporsional to be given in each employees as according to work which is doing. Because estuary of execution of work evaluation is to tip of giving of compensation which was usually executed by compensation function, hence execution of process evaluate work have to really properly constructed. From brief description regarding scope and understanding of activity evaluate work, hence seen which share is method / technique evaluate and assessor of work, but from both, role of assessor very have an effect on in determining result. On that account hence we shall very take a care and apply careful in executing process assessment of work, in the planning meaning of and the execution of having to carefully drawn up to obtained result have level of valuable the optimalness.

II. Draw up Peripheral and executor evaluate work.
In execution of work evaluation there are some matters which need to be paid attention, considering that process evaluate work require the effort in translating and data interpretation / information of is breakdown of, clauses of qualification, and work step. so that in moderation if a work analyst claimed to have wide of knowledge and in the case of organization knowledge, management, and regarding work scope. So assessor of work better be selected by people which have experienced in designing and work observation then formulate in data / work information and added with knowledge concerning adequate human resource management, and also can leave all profession attribute and isn't it to employees faction so that the people competent to shoulder responsibility in assessment of work objectively. If company wish result of assessment of work with having high objectivity level, hence require to consider usage of evaluator from outside company ( consultant), this is done take care of neutral position in assessing all works so that all people in companies can accept result better. But if evaluator will utilize job analyst which there is in company, hence human resource management function have to draw up job analyst dedicating the highness to execute coherent and clear rule of the game and methods in evaluating every work. Execution of work evaluation usually use team which consist of 3 until 7 evaluator, the using of amount of evaluator the anomalousness, because expected in order not to happened result of opinion score amounting is same so that at a dead lock in determining values relative from an work, besides evaluator, we also require others like, administrator acting as secretary, and was hereinafter provided with moderator acting as chairman of the meeting taking care of decision making direction. Pursuant to each role which have been mentioned, hence can be said that forum assessment of work is forum in form of conference forum which is is ordinary to be referred as conference forum evaluate work, where completely consist of some roles, that is; Chairman Of The Meeting, Secretary, Evaluator, and Subject Matter expert. To the each the role will have duty, authority, and responsibility. Given hereunder, example to in specifying of lauses for evaluator job and of Subject Matter Expert.

Clauses Of Job Evaluator
1. Minimum of education as according to clauses of job to evaluate
2. Mastering process of Job Analysis
3. Can use Job Evaluation tools
4. Able to interpretating of work performance and Job description
5. Skilled and can apply code of ethic discuse,

Clauses Of Subject Matter Expert
1. Education as according to job to evaluate
2. Experting in the area of confessed by the job environment of minimizing 3 year
3. Raised by environmental community of job/work.

Duty and Authority Functionary Of Conference Evaluation ; Constrain of Activity and authority all executors of job evaluator, require to be specified clearly, besides to limit activity executed by each Functionary of siding, also to clarify to pisaller through stipulating of authority. Given hereunder example as following :

1. CHAIRMAN OF THE MEETING.
· Opening conference
· Arranging of dig of work information
· Deciding result of deliberation
· Ratifying result of assessment
· Closing conference.
· Signing minutes.

2. JOB EVALUATOR.
· Diging work information
· Giving proposal rif conference because job description and of qualification requirement is improper evaluated
· Assessing job description and of qualification requirement
· Discussing result of same score
· Signing result of assessment.
· Proposing merger of work pursuant to his easier is percentage of totalizing score.

3. SECRETARY.
· Drawing up conference ( facilities and basic facilities
· Noting result of conference ( all of information)
· Summarizing result of conference
· Confirming things related to conference.
· Administration result of conference.

4. SUBJECT MATTER EXPERT.
· Presenting information of
- job/activities/work
- breakdown of work & qualification requirement
- position and role of work
· Giving additional explanation concerning job description and clauses of qualification.

Besides executor (functionary) evaluate work process which must be considered and drawn up, something else which it is important to know is to regarding:

1. Principles of Evaluation; In general there is principal of base which must be paid attention and followed by all evaluator in evaluating works in order to obtained result of evaluation which is realistic and can be trusted and credible. As for principle evaluate as follows:
- Shall all evaluator realize that the evaluated is works rather than people
- Work performance from work the evaluated is job/activity which was standard and acceptable to all aspects was such as written in job description
- Work shall which evaluated by existing work nowadays ( factual), rather than work to future or ideal
- Shall all evaluator only focusing on job contents, neglectfully mount existing salary, status and or which the was from owner of position/occupation of job holder.

2. Is things required to obviated is:
· The siding of work group or people group, hence ought to evaluator can side neutral in deciding result of assessment
· Maintaining " status of qua"; objctivities will inaccesible if paying attention rank and/or faction in this time
· Evaluating job holder; this important for attention, that position evaluated neglectfully achievement, potency, and or personality of individual executor of work.

3. Determining Methods in Evaluation of Work.
a. Work evaluation doneby a Team Evaluator where each of evaluator evaluate early which was then followed with discussion and/or debate if needed told argument of information / data got of sme, what in the end will be yielded an agreement with as result from a group.
b. Work evaluation done in a conference forum which is have complete member, that is chairman of the meeting, secretary, evaluator job, and subject matter expert, to get objective result.
c. Each judgement expostulated to until at one particular view with, this is done through with refer to converting reasons and argument which good for for the shake of to ascertain existing facts but not negotiation forum between evaluator with organizational function.
d. All evaluator take charge of with evaluations to can come up with consensus with and is same understanding concerning content of work. Is important once for the shake of to be able to reach consistent and correct pickings and also to take care of integrity of evaluation process.
e. amount of Evaluator better anomalous, this matter is done to avoid result of evaluation which do not finish, because if evaluator job amount to evenly, at the (time) of happened is same assessment among amount of evaluator, hence chief of siding cannot decide result of passing enquette voice many.
f. Using same evaluation method, is important to be paid attention, because if in every different work lini ( spt; engineering, production, support, managerial, or sales & marketing) and then use different evaluation method also, hence ascertained at the time of compilation of system grading, hence work weight to each work lini cannot diploy, for no equivalence at definition and factor or of value of assessment score.
g. Work information have to complete, mean at the time of evaluation job executed, besides attended by expert matter subject, hence require to equip by document work besides description of job, job qualification requirement, work steps, require to is also provided with note chore of job holder, or equipment of other job information to support assessment obyectivity.
h. Work to evaluate, better have been holded by all evaluator job one day before executions of evaluation conference.
4. Discipline Conference Evaluate Work.
To support fluently of execution of job evaluation, needed preparation of rule the games to be used as guidance for executor process evaluation of job, given hereunder discipline example of siding evaluate work.
Chief and conference member come 10 minute before execution of conference
In execution of conference, all if evaluator do not take as problem evaluation appliance or methods
Subject Matter Expert during evaluation conference take place, not be allowed to hold appliance evaluate work
Chairman of the meeting is obliged to affirm / elaborating question all evaluator and as possible clarify answers of SME if needed, and [do] not be allowed to give assessment, but give authentication of assessment
All evaluator in assessing have to neutral and better don't use evaluator of clumps ( work group) which is assessing.

6. Determining Method Assessment.

In execution of work evaluation, there are 2 method which have been long enough been recognized that is qualitative method and quantitative method. Method Qualitative is a method work evaluation based on technique of ranking by comparing directly among one work with other work, this method commonly use if works amount which in company amount to relative a few of job (+50 jobs). Because mechanism of using comparison, hence weakness of this method is if the works amount of relative many, hence longer works of gauge compared to other work or between work compared to other work, will progressively deflect and also downhill of assessment objectivity . This matter happened because factor / subfactor used and mechanism compare to give very big facility to change interpretation him to work which is evaluating, so that if evaluated work relative many, occurences of him do not the of assessment result of form. While Quantitative method is a[n method evaluate work trying assessment factors quantifying having the character of qualitative yielding assessment having the character of qualitative become result of assessment which which in form of value / number, where the value of is result of enumeration of comulative of factors assessment of work. This method referred as many with techniques of Point System. These days quantitative method used by many companies, because in compilation of system grading will be able to easier identify him.

a. Qualitative Method.
Such as have isn't it above, more knowledgeable method qualitative by the name of Paired Comparison is process evaluate work by comparing among one with other work. By using assessment factors which have agreed on, usually consist of 3 factor assessment of have level indication ladder to able to among one work of comparator showing what is work have level is lower, same, or more difficult or easier if comparison it with work of the other. Equally entire/all work which have been registered, to be compiled by matriks by every work occupy vertical column and horizontal line at tables which have been prepared, hereinafter in each work column residing in horizontal line, input 3 assessment factor which was have ladder and have level set of selected measure, hereinafter process of is the each work will be compared to one otherly. Assessment giving mentioned sign ( in example of used by sign " x") in small box ( cordinat) among work residing in horizontal line and vertical column. At this case is used by assessment measure ( more high/dificult/heavy, it same of high/dificult/heavy , or do not high/dificult/heavy) we specify which work is which occupy rank as according to assessment measure of comulativity. After finishing we compare all work, hence is hereinafter calculated to the each work how much getting value ( taking example more important, is ad for important, and not important, after performed by comparison, hence we earn to conclude which works is which occupy. In this example is we use of measure value from the aspect of importance of the work an organizational function, so that can emerge case where 1 place of rank there are more than one work. In many small companies which do not have the amount of works more than 10 until 20 work, understanding of this rank can be made by base of grade ( work levelering), but one question will emerge, will 2 work in one rank given the compensation is sameness ?. Possible This question become base expand method of qualitative ( technique of point system). It is important to know that continuation of step analyse work after the finishing of execution of work evaluation is design and compile system grading, and in fact if we will design system grading which the was need of will be used as base giving of compensation, hence liking or not like we need result of work evaluation using technique of point system, but if reader wish combined technique of rank with technique of point system, just this matter earn done, but we need 2 times of work, that is compiling rank beforehand later assess with technique of point system.

b. Quantitative Method.
Like have been touched above, that this method is the effort assessment factors is to quantifier having the character of qualitative become assessment factors having the character of quantitative. Mean by the end of assessment, each work will have a number of weights (value) in the form of number, what in the end assess to the each the work statistically will be compiled into recognized work level by the name of system grading. In general step which must be drawn up in execution of work evaluation by using quantitative method / technique of point system shall be as follows:

First phase;
Determining factor elements and of subfactor assessment which complete with its definition. Understanding of and factor of subfactor is an compiled statement element in such a manner become an reference assessment of work and designed by have ladder to simple ladder until complicated assumed ladder. In determining factor element and or assessment subfactor, matter which must be considered is concerning decided agreement problem entangling organizational functions of company, this matter was conducted used to assessment factors will earn to be accepted by all partys. After sure all partys have mutually agreed to, hence nowadays determine beforehand factor and subfacktor of assessment, taking example we isn't it that factors and subfactor the determined is as following :

1. Knowledge
Knowledge Of Management
Technical Knowledge
Applying of Technique Communications.

2. Problem Solving
Thinking Effort
Creative Thinking/inovative.

3. Responsibility
Decision Making
Risk Mistake
Secret Data

4. Work Environment
Condition Of work
Risk of Work

Second Phase;
After determining of factor and subfactor like above, nowadays we have to define of factor and subfactor, this matter is meant all of job evaluator in work interpretations into assessment factor, will have same constrain and Ianguage;

A. KNOWLEDGE ; Is factor assessment of knowledge demand (technical skilled and technical knowledge) which must fulfill by a worker to be able to do the the work better and correctness. Definition of knowledge factor and subfactor contain is :
1. Knowledge of Management; Is subfactor to measure level broadness of knowledge / formal academic degree / needed nonformal and can be applied in execution of planning, coordination, and observation / operation to exploiting / usage of company resource.

Level 1 ( functional duty);
Execution of duties in this work is duties which in character operational ( execution of specific activity which is contents and target its clear) or pursuant to very clear and direct instructions of superivisor. not entangle to plan, coordinating, and supervising others. If there is planning, using set of the time of is daily.

Level 2 ( supervisor duties);
Execution of duties in this work is duties which in character planning, coordinating, and operation / observation on the result of execution of technical worker group ( or equivalent with gaffer and or supervisor). Compilation of planning use set of the time of is weekly association or monthly).

Level 3 (Junior Manager);
Execution of duties at this work is duties of manager which in fact which nature of planning, coordinating, and operation / observation of the result of execution of tactical working team (compilation of planning use set of time 1 year forwards or more in the case of budget, determining priority work at its subordinate, relate to other organizational function in company, internal integration of job operation which good is homogeneous relative the nature and its target, and entangle coordination with company exterrnal side).

Level 4 (Senior Manager);
Execution of duties in this work is duties of manager senior ( director) which nature of planning, coordinating, and operation / observation of the result execution of strategic working team (Conceptual integration or operational of organizational functions / good different business unit is nature of and its target, function planning of flange at consolidation what is planned, and planning duration of some years).

2. Technical Knowledge; Is subfactor to measure level of deepness of knowledge / formal academic degree / needed nonformal and can be applied in technical skilled actuality at execution of work.

Level 1;
Execution of duty in this work is not claim complicated technical knowledge, only needing simple arithmetic (like -, x :).

Level 2;
Execution of duty in this work require of knowledge of arithmetic level by using formulas.

Level 3;
Execution of duty in this work to require of knowledge, skill , and experience of academy level ( nonteoritical). Emphasis of practical knowledge.

Level 4;
Execution of duty in this work to require knowledge, skill, and experience at erudite technical area ( spesialis) mount master ( program of S1) scope of understanding of conseptual ( principles) through the involvement of in experience face situation of conceptual understanding background.

Level 5;
Execution of duty in this work to require of knowledge, skilled, wide of experience at erudite technical area ( generalis) mount master ( program of S2) or this knowledge is got to through the involvement of in experience face situation of application background and conceptual evaluation.

Ladder 6;
Execution of duty in this work to require of knowledge, skilled, wide of experience at erudite technical area (generalis) mount master ( program of S3) or this knowledge is got through the involvement of in experience face understanding exhaustively of concept, principals, and got practice through experience in the field of company business. In this case work to require of understanding totally in concerning knowledge, target of, and direction move company.


3. Applying Of Technique Communications;
Is subfactor to measure of how big ability of communications between human being required to be applied in execution of work.

Level 1 ( base);
Execution of duty in this work to reqire of knowledge / skilled of communications in level given and take information to or from others (external/internal), used just for decent in day long in activity of relation efectifity in dealing with others.

Level 2 ( important);
Execution of duty in this work to reqire of knowledge/skilled of communications in level of Comprehend and communicate with others, giving the understanding of to others, giving explanation to subordinate, there are element influence others but not especial clauses to reach result of work.


Level 3 ( determining);
Execution of duty in this work to require of knowledge / skilled of communications in level of to influence, motivation, develop others to do something is which very needed and this done because determining result of attainment of work target, Efficacy of activity depended from subordinate job or from led people to be influenced so that focus to change others at work.


B. TROUBLE-SHOOTING;
Is factor assessment of work to demand of mental effort or physical which must be released by a worker to be able to overcome problems which emerge for the agenda of completion of task. As for the trouble-shooting factor contain subfactor.lpokijuhyu

1. Conscription Of thinking Effort;
Is subfactor to measure how big frequensi/level the mental effort in the case of to think to be able to finish work, or freedom of thinking as according to procedure, order, line item.

Level 1 ( Routine);
This Work have really same duty every day and only just use the thinking effort the abundantness, but only using skilled effort body organ and just the five senses. With indication; thinking in instruction boundary detailed and or preseden, action which must be taken clear or limited by direct controlling.

Level 2 ( Routine);
This Work have duty which much the same to every day and only sometime differ the just him of, but not use the thinking effort the abundantness. With indication; to thinking in standard working procedure boundary and of preseden, situation that relative rather complex where the result of having to referred to senior employee or supervisor.

Level 3 ( Routine);
This Work have duty which much the same to every day and only sometime differ the object, but not use the thinking effort the abundantness. With indication; to think in standard working procedure boundary and of preseden, situation that relative rather complex where the result of having to direfer to senior employee or supervisor.

Level 4 ( Flourishing Routine);
This Work have rather differing duty every day in the commodity, require to use the thinking effort limited by procedure or line item of standard. With indication; to think in face of problem which have identified, what action and how have been determined, tech reference manual have ad for or can be used if facing new problem situation.

Level 5 ( Standard);
This Work have different duty every day abbout items and commodity, require to use the think effort limited by company procedure. With indication; to think in finishing problem limited by company procedure, controll of job have the character of general, what action and how have been determined, worker required to conscript the thinking effort in finishing problems, bringing an action against, and considering his action consequence.

Level 6 ( Clear of Goals);
This Work have different duty every day both of items and commodity, require to use freedom of effort of thinking limited by company order. With indication; to think in finishing problem limited by rule of target ( what) have been specified, freedom of think in course of attainment of target limited by regulation/ policy / head input and instruction, what action and how have been determined, worker required to conscript the thinking effort in finishing problems, bringing an action against, and considering his action consequence.

Level 7 (Common/ general Goals Limited);
This Work have different duty every day both of items and his commodity, require to use freedom of effort of to think which only limited by guidance of general concerning reached result. With indication; to think in finishing problem limited by rule of target (what) have been specified, freedom of think in course of attainment of target limited by genral instruction concerning contribution what is expected from an any problems solution to company target and policy of government, problem cannot isn't it surely, freedom of think in anticipating arising out problem.

Level 8 (General of Goals);
This Work have very complicated duty and differ every day both of items and commodity, require to use freedom of effort of think which only limited by principles of company business. With indication; design and compile plan and guidance of business, target of and strategy ofbusiness, limited by principles of business and target of general business, anticipating general issue able to emerge in attainment of company final purpose.

2. To think of creativity/innovative;
Is a subfactor to measure how big frequensi / level of thinking effort in the case of analysis / inspection, evaluation, or conscription of creative idea / original to solve problems which emerge, and also hereinafter present action alternative to be able to overcome the problem of execution of work.

Level 1 ( Pattern);
This Work, apparition of problems is same, or even so differ only at the just commodity of. With indication; is same problems of continously emerge at identic situation and also only needing trouble-shooting by modestly pursuant to preseden ( experience).

Level 2 ( Variable);
This apparition work of problems of rather differ on same situation, resolving of can use until 2 alternative category. With indication; Election of trouble-shooting solution alternative can study from experience. If have been selected, solution of needn't be adapted to selected problem because is same problem have faced many times in the past.

Level 3 ( Adaptive);
This apparition work of problems of differing or varying in different situation also, resolving of will use some alternatives. With indication; Because given on to situation differ hence trouble-shooting need to identify and select from trouble-shooting by using an application of knowledge problems and the problem is complex and variative.

Level 4 ( Hazy);
This Work of apparition of problems is varying and complex and the trouble-shooting have to be adapted at company condition and situation. With indication; situation differ needing analytic interpretation and/or constructive idea and level of judgement ( by manajerial, commercial, and technical) significant evaluation which isn't it, in trouble-shooting require to dig fact to define further problem before finding his solution, there is no correct answer.

Level 5 ( Speculation);
Apparition of problems in this work have highly varied and very complex and the trouble-shooting of have never exist. With indication of Situation that need creative idea and development of new approach and concept which isn't it will give contribution to development of idea and knowledge, needing speculative judgement, specifying philosophy and direction a period of future.

C. Accountability; Is a factor of work assessment to responsibility demand at the risk of mistake which emerge for the agenda of solution of work. There is the responsibility of subfactor consist:

1. Decision Making;
Is a subfactor to measure how big frequensi / authority level to delegation of the power to be able to determine an decision of result of analysis self-supportingly limited by policy / company order.

Level 1 (Limited);
This Work not be required to execute decision making action, for the agenda of solution of problem determined by oral instructions and written with clear step.

Level 2 (Directional);
This Work in executing decision making action limited at scope of compile and arrange activity sequence.

Level 3 ( Standard);
This Work in executing decision making action limited in the scope of compile, arranging activity sequence, way of activity, and workplan re-review and also result of work.

Level 4 ( Selected);
This Work in executing decision making action determined with time and result to reach to have, contribution in specifying usage of annual resource, and re-assessing result of job.

Level 5;
This occupation in executing decision making action have room move in specifying things having the character of technical operational / functional in organizational function which that managed, and re-assessing attainment of goals, usage of budget, and job result.

Level 6;
This Work in executing decision making action have room move in specifying by inself what items and how his reaching, specifying functional policies, control to other organizational units which have the character of operational take care.

2. Risk of Mistake;
Is subfactor to measure how big affect from mistake that happened to accounted on consequence of company to concentration result of work.

Level 1 ( Indirect);
If happened mistake in job result, impact which emerge was indirectly felt in organizational function and in the other organizational function, the work have the character of readyly information, record-keeping, ready data to be used to service of function / others for end result with important category.

Level 2 (direct to function);
If happened mistake at job result, impact which emerge direct felt only in organizational function where the work reside in the case of ( with repair consequence which do not bother function of anything), this work have the character of interpretative, advisory, ready to service for the function/others in taking an action.

Level 3;
If happened mistake in job result, impact which emerge direct felt by all involved in organizational functions specify result of job, so that the consequence of repair of system work equivalent and others, this work have the character of specified by together function / others in or outside unit ( except head and subordinate), work having delegation account/authority bring an action against and determine end result.

Level 4;
If happened mistake in the job result, impact which emerge felt direct and can influence emulation position with other company (sale volume), so that the consequence of the repair of policy of company. This work have the character of to specify direct policy or decision influence earnings / expenditure of company.

3. Responsibility of Expense;
subfactor to measure how far the work directly manage finance, in the case of usage or operation of execution operating expenses (in the scope of work to determine of revenue, management of project, expense of payroll, and others).

Level 1 (Minimum); Gyrating under Rp. 100.000.000
Level 2 (Very Small); Ranging from of Rp. 100.000.000 until 1 M
Level 3 (Small); Ranging from of Rp. 1 M until Rp. 10 M Level 4 ( Middle); Ranging from of Rp. 10 M until Rp. 100 M
Level 5 ( Big); Ranging from of Rp. 100 M - Rp. 1 T
Level 6 ( Very Big); Ranging from of Rp. 1 T until Rp. 10 T.

D. Work Environment;
Is possible accident demand happened and inextricable by a worker for the agenda of completion of task. As for environmental subfactor of the job consist of:

1. Work Condition;
Subfactor to measure how big level of work environmental not confortability resulting annoyed bounce and worker physical, during the executing of its job.

Level 1 ( Balmy);
This Work reside in room condition/environmental of white colars job within reason habit, not there are existence of intruder of health / freshment work.

Level 2 ( rather Balmy);
This Work reside in the room condition / environmental of job which sometime get intruder factor like; noise, vibration, extreme weather, or one of the factors.

Level 3 ( Not balmy);
This Work reside in the room condition / environmental of job which sometime get intruder factor like; chemicals smells, dirt, gas, chemicals vapour, or one of the the factors which result iritation.

Level 4 ( Bothering);
This Work reside in the room condition / environmental of job influenced by existence of factors of toxic, chemical dirt, condition and fume which do not ergonomis.

Level 5 ( Very bother);
This work reside in the room condition / environmental of job influenced by existence of potency factors of radiation, electromagnetic field, and factor trouble of biologic.

Level 6 ( Threatened);
This Work reside in the room condition / environmental of job influenced by existence of factors very not balmy and during which relative shorten potency can influence health of physical and mentall.

2. Work Risk;
Subfactor to measure how big mount security in the case of position work or situation that affect accident threat which do not be obviated ( hazardous) to worker in working him.

Level 1 (secure);
This Work reside in on course or secure situation that in general, but if happened accicent not result losing of office hours ( like small bodily injury/light).

Level 2 (Secure Possibly);
This Work reside in on course or secure situation that in general, But if happened accident will result loss 1 until 3 workday ( like bodily injury burn or jabed).

Level 3 (Rather of dangerous);
This Work reside in on course or situation that in general danger, if happened accident will result loss 3 until 7 workday (like; burnt and or cut).

Level 4 (Dangerous);
This Work reside in on course or dangerous situation that (rather heavy accident category), if happened accident will result loss more than 7 workday ( like; broken bone, losing of legs and hands, but [do] not bother vital body organ function).

Level 5 (Very Dangerous);
This Work reside in on course or dangerous situation that (very heavy accident category), if happened accident will result permanent handicap which result bother body function permanently.

Level 6 (Menacing of soul/ head);
This Work reside in on course or dangerous situation which is very (fatal accident category), if happened accident will result fatal accident pass away.

Phase of third;
After us define all of factors and subfaktors assessor of work along with its level, then give the each value scale, in each subfactor to each level, with assumtion that and factor of subfactor the specified is like above mentioned. Process giving of value is also got from agreement result from each personnel from organizational function to by there in specifying the value. Require to be paid attention in assigning value to the each and factor of subfactor, this matter very influence by nature of and character and also company business type. For example in education environment having education business core, hence usually the percentage of biggest proportional on the knowledge factor, but will very differ in business which in character product with biggest goals to profit, hence percentage of biggest proportional usually will be passed to trouble-shooting factor, that way the things of if in peripatetic company services of transportation business take example, big possibility was percentage of biggest proportional will be passed to the work condition. Hence suggested between the cup and the lip factors & subfactor assessment, and to give of its percentage of value to factor / subfactor assessment , forum have to really know the nature of the company business character, so that later result of from work evaluation earn can aplikation in meaning can give compensation which motivating, to be felt fair, and form nature compete healthy among worker, what in the end will be able to improve company performance. Is started with give of percentage value is flattened particularly, in this case there are 4 factor, hence each factor will get the percentage of 25% flattening. Hereinafter in the agreement forum start to compare the each factor to get value of percentage of which assumed by representative which the was comparison process of the based at one particular guidance ( like which have isn't it above; to using an guidance of the nature of company character to be used in course of comparison and get value which percentage of proporsional in each factor), taking example after performed by deliberation and agreed on giving of value like hereunder:

1. Knowledge (20%)

· Knowledge Of Management (35%)
· Technical Knowledge (25%)
· Applying of Technique Communications. (40%)

2. Problem Solving (30%)
· Thinking Effort (30%)
· Creative Thinking/inovative. (70%)

3. Responsibility (35%)
· Decision Making (40%)
· Risk of Mistake ( 35%)
· Risk of Cost (25%)

4. Work Environment (15%)
· Condition Of work (40%)
· Risk of Work (60%)

Phase of fourd;
From value of percentage of factor and subfactor assessment, nowadays we will to tranformation into absolute value ( nominal), this conducted by operation all of your values of percentage of factor at one particular value scale; taking example we just earn use scale assess with l 10, or 100, or 1000, or even with any value, but the consequence of that nominal / value used by one of the factor have to is also used by other factor, and so on. In this case we use value with multiplication of the nominal, like hereunder

Result enumeration of value to each of the and factors and subfactors above, amd then we integrate into his level, hence such value is value mount early later on we will continue with stipulating of value to the each level. Stipulating of value to the each level can be specified multiplied or add with an coefficient factors or adder, to more clear can be seen in table hereunder, in this case every value of subfactor will be added with adder factor as according to value of subfactors.

Job Analysis; In scope of job formulation process

• 
  1. Identifying work constrain in every function.
  
  This step is accurate activity, elaborating , formulating, and perceiving and also note abbout aktivity related to an work ( pursuant to observation result) into job description information formats, qualification requirement, and step of work input-proses-output). Started by using principle " Write what is done and do what is written", from this statement hence we earn to conclude that work (position/occupation) description is an statement written by concerning what which must be done by job holder, how him doing, and also in a condition of job environment which how he do work. This information in turn will be required by for all line of management, for worker is line item, for organization / company is information document in determining type varietas and nature of work, and directly for human resource management function is important document able to be used as base making of order and systems in function. In general result of writing of job description usually will be used by function management of human recoure which generally have functions :
  
  · Planning Of Human Resource
  · Compensation Human Resource
  · Development Of Human Resource
  · Assessment of Performance Human Resource
  
  From above functions illustration, can be seen that job description items if expected can fulfill requirement of information for all above functions, hence the job description items is must made complete so that can be used as base with a purpose to fluency management of human resource.
  
  So we can conclude that this process is core process of in work analysis, where in the execution of needing adequate skilled from all work analysts to be able to formulate result of from work observation, in this step was we need considered beforehand regarding some matters, taking example; Agreement of constrain of smallest work stasion of result of photograph in a organizational function seen stream work and by using map of job/activity process operation we earn to conclude and summarize into statement of boundary of work stasion smallest. For this matter was we need to define told the work scope is finishing of an fundamental duty to be mentioned in job description format. This require attention, because every organizational function lini will have the nature of and different work character and this will influence fundamental duty types and amount which meant. Good to be more we may make beforehand criterion of fundamental duty, taking example we define beforehand regarding of fundamental duty; Fundamental duty is the breakdown of some executions of activity, which every activity have complete and clear activity step, where the complete fundamental duty have marking as following ; ( a). In a production shares, complete duty end delivered by result of the work at shares inspection of quality ( other work). ( b). In administration operational shares, complete fundamental duty is activity terminated up to the delivering of typing result or report of his superior. ( c). While engineering shares, marked complete fundamental duty delivered by conception device of superior and have acceded to to be continued of shares print bluely. This statemant/definition it is of course not stiff like above, but better be adapted for organizational environment of company. Thus practically, above statement assuming that one fundamental duty ( keytask) in an job description is smallest work station in process sequence work in a function. Equally that job description is a number of complete activities which marked ( indicated) with existence of characteristic ( 1) Work / activity of illustration with existence of lay time ( delay) at the other function, ( 2) Work / activity of followed up by superior / other shares, ( 3) Or result of the work do not return again to fundamental duty item.
  
  Something else which need to be considered by before formulating job description is to specify uniforming in using verb. to every activity and this better pass agreement forum among organizational function lini ( taking example at function; engineering, production, support, commercial, and others). Usage of good grammar method and excacly very assist for job description creation which with quality, in easy meaning is ism and understood by all worker coats or function using it. To realize an data/information of good job description and aplicative, we require to know the nature of and characteristic an job description having quality relative at its for which; Ravelled, certifiable, and methodical of correct and good Ianguage, and also complete.
  
  a. Ravelled; Mean the job description depict clear statement which concerning activity/duty, clauses of work, work input-output, and or other explanation related to work in detail but not verbiage and coherent.
  b. Certifiable; Mean job description of breakdown of duty in an work having certifiable sentence and wording ( having compatible and summarized sentence in saying which is steps and and number compatiblely in sentence formation). Certifiable in this case concerning things; Systematic that is the compilation of pursuant to selected clauses and order was so that obtained by systematic formation, Ad for that is if read by whoever will be able to directly give picture and can understand to regarding the work, in other word of reader needn't abundant effort in interpretation statement of job description, Summary that is in usage of word / solid and correct sentence and also not verbiage, so that reader of time needn't old ones in comprehending, precise of principality that is sentence and content one another show harmonic and is same intention and direction and also do not isn't it things which interfere in between one with otherly.
  c. Ad for correct and good Ianguage; Mean job description descripting by using correct and good Ianguage order and ethics, mean in writing of job description better don't be mingled among 2 or more Ianguage and suggested to use formula forming of word / sentence pursuant to gramatica ( Subject, Predicate, Object, and etc).
  d. Complete; Mean the job description contain concerning data / complete containing work information as according to requirement of functions in company. In the case of this equipment in general, sheet of job description, qualification requirement, and work steps is usually contain the the things hereunder:
  
  · Identity Work is statement depicting an selected characteristic of existence of the work and can differentiate between one otherly work, usually work identity contain descriptions concerning; work name ( title job), work codefication ( Job Code), work level ( Job Grade), work group ( Job Group).
  · Job Description is statement depicting concerning duty scope and account authority which must be executed by job holder. Subs of this job description sheet contain statement concerning; Ambit ( targets and function) Work, Detail Of Fundamental Duty, job relation.
  · Clauses of Work is statement depicting clauses of ability claimed by an work and have to have by candidate/job holder and in writing its, agree on beforehand regarding coherence of minimum clauses which must fulfill, is important become attention so that on the application of next time, will the clear is exploiting at area of recruiting selection and for employees candidate. While subs of this statement contain information concerning clauseses is; Education, Knowledge, Skilled and Ability, Certification ( license), Experience, Ladder Career.
  · Data of Input-Proses-Output of Work is statement depicting to regarding identifying of specification of step / process the work, which in it contain description; Identify Work, materials Input, Process, and Output of work.
  
  Above explanation is the image of public concerning content of data/work information, but in practice its many companies / organizational develop its contents or items as according to requirement. Simply addition, better before format formulation of work used, it is better each of statement element defined beforehand, this meant so that every work analyst will have same Ianguage in interpreting each such element. For example at illustration of 1 following exemplified concerning definition of element which on job description, qualification requirement, and steps of work (input-proses-output).
  
  Job description we to compile better be connected also with organizational step accelerated motion, so that three component ( targets, activities, and worker) can by sinergi by using result job analysis will reach goals and target which have been specified. Relating to this mentioned, there are some work principles which need careful in compiling format and formulate job description, that is as following :
  
  1. Organization Chart which is existence protect of job analyst and have hierarchy elements and also work stream, hence job description picture shall logical, mean following good management principles ( like authority delegation element and clear communications path and also span to conduct the effectiveness). Besides job description better fulfill requirement to a present now and relative future period, intention of is don't compile job description which in character whereas or can only be used at a period of which relative shorten, as picture usually was of old age the than an job description can be used by 5 until 10 year, because program analyse work will use a period of which relative old and use fund which relative by dozens.
  2. Principle of Function; this matter relate to scheme of work which have been studied in the face of, what basically we have to really accurate in specifying really needed work or the him of in work stream earn responsible isn't it, this matter become attention so that at application location of employees at the work really was can guaranteed the by giving of contribution of organization through yielded output pass execution of duty. Suggested that to take a care with works which in character only assisting ( assistence) which if traced or studied in the reality don't have proportional between of released cost with contribution, or output yielded. For case which a kind of hence require to be allowed for joined forces with other work which of a kind ( clump). Neglectless also with work which have lapsed, intention of at the time of re-organization happened, hence us also have to see how far affect from change of the organization to existence of existing works, so that we do not enableness of employees released of cost operational, do well by usage of facility, and to compensation which must be accounted by company.
  
  2. Following Criterion Writing of Job Description.
  a. Rule of tumbs in Writing of Job Description.
  · Systematic; mean the compilation of have to follow order, selected condition and form was so that obtained systematic formation (not confusing and is easy to comprehended).
  · Clear : mean duty description should be able to pass to the reader of easily comprehend clear intention and content, bold, and clear, and not doubt of. otherly word of the duty description if read by whoever will be able to give the image of work / understood direct which can activity.
  · Summary; mean duty description which in the nature of that words have to have the character of summary, that is using word / brief sentence, short, and solid, so that reader not need old time to read and comprehend it.
  · Actual; mean formulated duty description and compiled have to pursuant to required work at the moment and done at this time/now, not erstwhile activity, or to future.
  · Precise; mean duty description have to deflect to present description giving appropriate understanding, precisely like what is such by work content of position/occupation, so that people reading it will get and picture of understanding which is equal to work content which in fact.
  · Obedient of ground; mean duty description have to contain sentence and words which is its contents one another isn't it instruct and harmonic or is same intention, and do not contradiction or interfere in one another.
  · Accurate; mean duty description have to be compiled accurately as according to all situations of work facet and fact have to be compiled, to be laid open, and isn't it completely, not less and not more , drop behind or excessive.
  · Measured, mean job description have to be compiled clearly to the intention of each goals of duty and using set of selected was which earn to be measured.
  
  b. Order In Writing of Job Description.
  · Is suggested before formulating an job description, getting beforehand the image of stream work from an function where the work reside in.
  · Please assume that job description is smallest work station in process of sequence work an function and will become fundamental duty items.
  · Contending that job description is complete activity network which marked with existence of delay at other function or followed up by head function and or the activity shall no longger return at item of task the sameness.
  · Job description the written is really is sequence of work station an organizational function which was have contribution to supporting the reaching of field goal or organizational unit of place of work station (name of work ) residing in.
  · Job description the written is pursuant to the clear activity is existence of and really factual is executing.
  · Each job description in an function may not overlaps among work one otherly or among level-level in work, and also earn stand-out difference it, that is differing writing matter in the case of;
  - Job Description ( Target of Work & core of duties)
  - Clauses Of job qualification ( Knowledge, Ability & skill)
  - Information Step of Activity ( input - process - output ) of core of duties.
  · Job description better be written by using summarized Ianguage, solid, ad for and also express coherent activity.
  · In writing the breakdown of work , better use active sentence which started with verb. and also express functional activity. example; installing, checking, watching, analysing, comparing, processing, and others ( utilizing verb. standard).
  · Sentences in job description do not be written pursuant to process work or product, as according to work design which have agreed on, specially at work type having the nature of and character work of routine.
  · Grouping of work after process analyse work executed, which better need to be considered by is :
  - Grouping of Work onjob / work type; Consideration criterion of business interest it, taking example on type work of engineering, business interest of is scheme and examination of company product..
  - Grouping of Work at family job / work clump; consideration criterion of especial duties of job type, taking example in group work of personnel, work with duty the core important is management of human resources.
  - Grouping of Work in Job Group / work group; Consideration criterion of is on science discipline group which of a kind.
  
  c. Procedures Formulation of Job Description.
  1. Checking accurately abbout complette data obtained of result spreading of interview or questionaire and or combination both of way, if felt still less in complette of data, equip beforehand less work data. paying attention of work which in character the non cyclict (work which is appearance quarterly, one year, or even 5 year once), better be formulated only work which in character cyclict ( maximal one week once).
  2. To execute a[n work; needed [by] sure [of] enough time, or equally not undersize if/when compared to the overall of available time every day him. Better one fundamental duty the formulated is a series of complete job/activity or smallest work station, so that core of duties is corps of work station such as. For example; Housework which compose from :
  · Cleaning clothes
  · Cleaning equipments eat / kitchen
  · Cleaning Floor
  · Cleaning yard
  · Cleaning car
  · Etc.
  From above mentioned work illustration, if us pay attention hence seen that each work station ( cleaning clothes, cleaning equipments eat / kitchen, cleaning floor, etc) having process work by self and one another do not always have to correlate, and also have process, different work result and time.
  
  3. Paying attention in merger of process work on work station, don't join activity which in contradiction character (cannot be done concurrently by one worker people), taking example in work of driver of cab there are activity " looking after hygiene of machine condition" this activity don't be joined parallelly (together) piloted passenger cars, this matter, because education condition, knowledge, skilled, or attitude of work is different.
  4. A group of activity (core of duties) it will be to formulation in an job description, as a whole have to have specific-purpose, in this case the target is to support one wich point of attainment of organizational function goals. If found an core of duties don't have the target of in attainment of organizational function goals, hence the work have no weight, no contain, no valuable, or unfinished, or equally that work of expense will big and there is no result, this matter of course harm company.
  5. In the case of compilation of duty sequence, can be based on :
  · Relation of duty situation; intention of is situation relation between one duty with other duty as a whole in one position/occupation will express rule of work, circulation and understanding of duties, the duty relation situation divided in :
  - Relation of duty situation having the character of cyclict; in this case of duty sequence have network which remain or have recuring orbit. For the position/occupation having duty relation/link of this cyclict, duty formation sequence of made by chrologyc, or pursuant to time priority sequence execution. So duty having sequence work early placed in sequence in front, while which done later, placed in sequence later.
  - Relation of duty situation having the character of the non cyclict; for work which like, compilation of work sequence of based on core of duty, supporter duty, and additional duty. Mean duties which is is fundamental to be prioritizeed the by sequence of from supporter duty, and additional duty placed at last sequence. this additional Duty indication is usually preceded with word " can" or " can also " ( task may).
  · Situation where the duty divided and done by many people and each other changes . This work usually have the character of cyclict or non cyclict. If having the character of cyclict hence the compilation of duty sequence of based on his duty essence.
  · Duty frequency; intention of duty compiled in sequence pursuant to often work appearance, become work which was a more regular, sorted earlier than work which was appearance seldom, the duty frequency divided in :
  
  - Daily duty; placed the sequence in early or in front, if in the reality the work have the character of cyclict. While if having the character of the non cyclict, hence depended itself duty, do having the character of fundamental, if do not fundamental, placed in sequence early.
  - Periodic duty; placed in sequence after daily duty, if pertinent of position/occupation have the character of cyclict. While if in the reality the position/occupation having the character of the cyclict, sequence of depended pertinent duty essence. If placing fundamental in front, hence if not core placed it in the rear.
  
  6. In the case of stipulating of core of dutieses amount, in general the amount of fundamental dutieses in an position/occupation/work range from 6 until 12 fundamental duty. Progressively lower position/occupation/work, hence progressively modestly and a few in essence dutieses amount, and usually less than 6 fundamental duty. On the contrary position/occupation excelsior, hence more and more in essence duties amounts, can more than 12 fundamental duty.
  7. In compiling sentence in fundamental duties should be able to express " What - How - Why ",
  - What express what is done ( predicate + object), intention of is activities executed by worker.
  - How express steps of the work done, intention of is way the work method executed.
  - Why express to what end the work done, intention of is what the intention of the creating of work, which depict contribution or function and result of execution of work.
  
  Taking example;
  Looking after cabbage crop by manure and mow it so that the cabbage crop thrive with quality which have been specified.
  
  Explanation;
  Activity the done is to look after cabbage crop,
  
  Its way is by manure and mow it,
  
  Result the expected is so that the cabbage crop thrive and with quality.
  d. Using verb. Standard
  Compiling sentence or word in formulation of job description needed by writing category / usage of selected verb able to depict type and nature of executed activity, do destined for functional or structural position/occupation, matter is is important paid attention, because execution of activity in structural position/occupation will depict responsibility and othority shouldered in structural functionary, while in functional depict charged against by responsibility and duty of job holder.
  
  Following the example of verb able to be used as formulation base act for duty of structural and functional position.
  
  1. Verb as management function to depict able to be used to formulate duty of managerial in top of management level ( the first level ); Designing of Policy, Formulating Target, Strategic Planning, Organization, Controling, Coordinated, Instructing, Constructin, Instructing, Delegating, Etc.
  2. Verb as illustration of management function able to be used to formulate duty of managerial in top management level ( the second level); Coordinated, Formulating, Target, Constructing, Instructing, Carrying Out , Evaluating , Reporting, Instructing, Delegating, Etc.
  3. Verb as illustration of management function able to be used to formulate duty of managerial in top management level ( the third level); Planning Operational, Dividing , Duty, Giving guide, Supervising, Arranging, Evaluating, Reporting, Etc.
  4. Verb as illustration of management function able to be used to formulate duty of managerial in top management level ( the third level); Giving guide, Duty dividing, Guiding, Checking, Correcting, Controlling, Compiling report , Planning activity, Etc.
  
  5. Verb. as technical activity to illustration of operational able to be used to formulate the duty of non managerial ( functional); Teaching, Noting, Making, Releasing, Removing, Put into, Compiling, collecting, Installing, Etc.
  
  To be more sharpness can see the vb. list and definition of separate on page, and for the admission filling of job description format with understanding practically can be seen like hereunder.
  
  3. To defition of work element
  - Example of definition in job description sheet.
  
  Job Title;
  Is an containing work name of given responsibility and duties to be delegated from head to a employees, where this work name have understanding which equal to statements which implied in core of activities.
  
  Code of Job;
  Other Sign (codefication) from an work depicting practically regarding existence of the work in work of type, work of clump, work of group, and work ladder with a purpose to facilitate seeking return from work database, and can differentiate among one with other work.
  
  Ladder of work;
  Is identifying letter/mentioned number at one particular work/position/occupation expressing work responsibility and weight through process of evaluate work, yielding level to the each work.
  
  Benefit Work ;
  Depicting in a word and clear regarding what is the target of fundamental performed of this work, and also the image of this work contribution reside in to support attainment of organizational target. To be more facilitate, use word appliance " What" and " Why", for example : " What is done : Checking equipments operation every day. "why is done: to specify duty repair hereinafter which needed.
  
  Fundamental Duties;
  Contain a number of brief descriptions, and coherent concerning fundamental activity which must be done by job holder and also expected output to be able to fulfill the target of work. Each fundamental duty is complete activity.
  
  Work Relation;
  Is the image of job coordination which must be done by job holder to another job title/function, in company and outside of company for the agenda of supporting finished the activity/work. For example : Working along with title job calibrate in matter / frame specify right time for the operation of repair. Co-Ordinating with functions of maintenance in matter / frame get data of standarisation of machine capability.
  
  - Example in Qualification requirement sheet
  
  Level of Education :
  Is statement explaining to regarding of clauses of formal education minimize level which must to be owned by job holder /candidate. Job).
  
  Knowledge :
  Is description formulating concerning deepness of science area or specific knowledge which qualified, both for got from formal education institute and non formal which must fulfill by job holder.
  
  Ability and Skill;
  Is description explaining concerning technical skilled in using/controling appliance/equipments, on the job which in character use the effort physical ( operator), taking example: can operate computer, operating machine / equipments. While statement of ability used in the job which in character use the effort bouncing, taking example able to method application, able to applied method, able to application of system analysis, able to interpret of qualification requirement for the compilation of education road map.
  
  Kind of Certificate :
  Is permission letter / qualified license or have to have by job holder either from the institute in or from outside company, so that job holder have have authority to work.
  
  Experience:
  Is statement explaining to regarding of the experience in doing an selected work during which claimed to be owned by candidate/job holder to execute selected job description.
  
  Ladder of Career :
  Is depiction of level and direction / work career ladder, what utilize him to place development / make-up of job holder qualification.
  
  Candidate :
  Is the image of opportunity for job holder name of selected work able to be made candidate. as medium the increasing of qualification job of holder which on the lower grade.
  
  Promotion :
  Is the image of opportunity a job title one or is lower than ajob title of superordinate later on will perform by job holder of assessed work fulfill clauses of promotion to be able to work which the was level of higher.
  
  - Example in Steps of work sheet
  
  Fundamental duties;
  Filled with statement of fundamental duty number matching with the one which in job description information sheet.
  
  Input ;
  Filled with statement regarding the breakdown of usage of needed to raw material execute each such fundamental duty pursuant to hereunder.
  1. Materials name : Filled with statement of raw material name which used in execution of such fundamental duty.
  2. Number of Register : Filled with statement of raw material number ( if exist) which have been arranged by company as according to such raw material.
  3. Standard of Materials type : Filled with statement of raw material type ( plastic, rubber, metal, paper, and coherent other type such raw material.
  4. Standard materials form : Filled with statement of form ( in form of / irregular, liquid / solid, and other form which have identified and used in execution of such fundamental duty.
  5. Nature of standard materials : Filled with statement of[is nature of had by raw material, example; danger / innocuous, contamination/not contamination, and/or nature of other had by raw material.
  
  Process;
  Filled with statement clearly of sequence/step activity conducted for each fundamental duty in detail and provided with usage of appliance / equipments, distance, frequency, time, set of result, and work station.
  
  Output;
  Filled with statement clearly regarding of yielded finished goods pursuant to hereunder.
  1. Product name : Idem
  2. No. Register : Idem
  3. standard Type Product : Idem
  4. Form Product : Idem
  5. Nature of product : Idem
  
  4. Procedures Writting of Job Qualification Requirement.
  
  General Understanding.
  Clauses of Work qualification is an containing form concerning minimum rules which claimed by an work and have to fulfill by job holder to be able to work better and correctness, the form contain statement for example concerning Education, Knowledge, Ability/ Skill, Experience, and Ladder Career which consist of Candidate and Promotion Work. For the writing of formulation of ability qualification and technical skill ( Skill & Abilities ) compiled alternately pursuant to Fundamental Duties description. To be more sharpness can be seen by descriptions hereinafter in Form and Content Work Of Clauses of Work competency.
  
  Method Writing Of Clauses of job qualification.
  Clauses of job/activity is generation information, mean information concerning of job qualification condition of position/occupation formulated to through fundamental duties information and work step.
  clauses of job/posistion in fact is not items aspect, but clauses aspect addressed for the job holder of position/occupation which the information of is recapitulating of result analyse concerning formulated information items through observation process owner of position/occupation, abbout to processing raw material, using of equipments/tools, and executed action work selected to in a condition to be result of work.
  Clauses of job have two aspect which must fulfill by job holder, that is physical aspect and mental aspect, so that in the writing must be clear to the identifying from each aspect.
  Clauses of job qualification; the fundamental is skilled, while to get an skilled, someone require to have knowledge of job. So that owning knowledge of someone have to follow education, training, and or selected experience, on that account formula result clauses of work have to earn to be identified and degraded into requirement of education level, requirement of training need, and a period of work orientation.
  
  Clauses of Admission filling.
  - work data/information is complette ( fundamental duty and work step
  - Do not fill by using estimate or intuition
  - item of each statement of qualification reqiurement filled pursuant to admission filling principality.
  
  The Way of Writing Of Clauses of Job qualification
  1. Paying attention and perceive what is fundamental duties data and work step ( input - process - output), which mustered in observation sheet have complete ?
  2. If have complete, hence admission filling can start from education level and majors ( if required), this data stem from result process work observation. Statement of clauses of education requirement the written is minimum education level. Taking Example;
  - Master ( Program of S1), Industrial Technique majors
  - Vocational High School, Machine majors, etc.
  3. In the writing of statement of Knowledge which need to be paid attention is, written statement stem from fundamental of duties which must be done and focussed on knowledge which is specific in character, both for got from formal education and education of non formal. Knowledge of job/activity can be laid open according to kinds of and level. According to kinds, knowledge of job/activity cover knowledge concerning : Product, Equipments, Materials, Procedure and method, Product current / process relate to work, criteria, Formulas Calculation, Ianguage, Risk Danger, And others.
  
  While knowledge according to level use word as following ;
  To know Level ;
  word used to depict usage an science discipline / knowledge with orientation in activity assist to draw up something only execution of work having the character of physical ( like; preparing / arranging goods, document, appliance / equipments). Taking example the orientation of is to assist preparation of execution of activity of presentation. Hence can be written column of knowledge " Knowing Technique Presentation", word know to have meaning can assist to draw up everything in things having the character of settlement of document / presentation items and or appliance support to prepare of equipments of presentation.
  
  To understand Level,
  used to depict usage an science discipline of knowledge with orientation at activity assist to equip / completing content/data/information with duty scope look for, counting/calculating/approximating, and or to illustrating data to in the form of other visualisation. Taking example the orientation of is to assist execution of activity of presentation. Hence at column of knowledge can be written " Comprehending Technique Presentation", word comprehend to have meaning can assist activity of presentation in the case of searching data / information, data accounting/calculating/processing, compiling items in according to form visualizing presentation, and or assist in demonstration of presentation.
  
  Mastering Level,
  to be used to depict usage an science discipline / knowledge with orientation at execution of fundamental activity ( not again assist). Taking example in execution of activity of presentation, hence at column of knowledge can be written " Mastering Technique Presentation", word master to have meaning can apply / presentation techniques application as a whole.
  
  4. Admission filling at column of Skill & Abilities; Basically Skill & Abilities have skilled understanding / ability of job/activity, or shortened " skilled" is level of actualization of the effort / ability qualified to do an work or an work shares which have been obtained from practice work, or through training of practice and or through experience work in an job/activity area. As for usage of verb which used in the infusion of into sheet Clauses of Work is.
  
  Able to (level 1);
  Is an level of the effort/ability qualified by an title job and which must fulfill / to be released by job holder to execute an work having the nature of and common character, ad for the work object of dealing with people, data, or object.
  
  Skilled (level 2);
  Is an level of the effort / ability needing enough experience and qualified by an title job and which must fulfill / to be released by job holder to execute an work of routine having the nature of and character qualifying speed of hand member in spread, placing, grouping product or parts of product yielded by company.
  
  Full Skilled (level 3);
  Is an level of the effort / ability qualified by an title job and which must fulfill / to be released by job holder to execute an work having the nature of and character qualifying to use of master an knowledge, to controling, operating appliance, equipments, machine, and others.
  
  Ad for such is to include; cover aspects ;
  
  Ability of mental effort); written with orientation in conscription of ability focussed on effort usage of soft apparatus ( software) the dominantness use conscription of mind in executing work object with interpretation scope, analysing, evaluating, making decision, counting/calculating, approximating, planning, and others, as for the writing of by using word can, take example :
  - Can translate policy of company to be poured in the form of company orders
  - Can translate information clauses of job qualification to be infused by compilation of map road education
  - Can use method analyse system for the compilation of repair program
  - Can use method of aritmetik / geometry to make program of product series at machine of CNC.
  
  Ability of physical Effort; written with orientation to conscription of ability focussed to usage effort / operation of hard apparatus ( hardware), making of goods, and or compile / placing dominant goods use conscription move physical, and in the writing of using skilled word / ad for taking example:
  - Can operate and control machine of milling horizontal
  - Ad for using fixture to water down to forming of product in machine of horizontal milling
  - Can make or part of tools which in form of complicated - Ad for placing result of product into place of ( packaging) in optimal speed.
  
  Ability of social effort ( effort social);
  written with orientation to conscription of ability / sensitivity to job/activity environment focussed on effort to adaptation of situation / condition of environment work
  - Able to adapt with dustyin the job/activity environment, noise, hot, and others
  - Able to adapt with job/activity environment having tight schedule / goals
  - Able to adapt with job/activity environment applying clean take care of, summary, diligent, etc
  - Able to take care of cooperation, good job relation, improving motivation work among worker, and others
  - Able to act and sensitive at environment work for iniciative in improve, repairing, placing, reporting things which do not / not yet at the place of by proporsional.
  
  5. To fill Certificate / Liasion, Certificate used for work qualifying / needing verification that job holder have got knowledge and can work, while Liasion only filled if an work qualify permit with pass voucher ( liasion) released by government or institute which was private sector expressing that owner of the sign or letter have passed and have authorization to execute a[n work with selected standard. As the consequence of people which do not have letter or the prohibited to work the because do not can / not be permitted / impinge order so that can generate danger to human being or affect / harming big material to company. Taking example in the job title of motor vehicle ( car) driver, obliged to have Driving Licence released by police institute; at work of argon of welding have to certificate of welder klas 1.
  
  6. At the column of Career Growth, consist of two filled matter of result process formulation of method compilation of career path. As for two matter its as following :
  
  Candidate :
  Is the image of opportunity for job holder selected work able to be made by candidate. as medium the increasing of job qualification of holder which its true work of lower grade.
  
  Promotion :
  Is the image of opportunity an job title from superordinate later on will in perform by job holder of assessed work fulfill clauses.
  
  So explanation have all [regarding/ hit] formulation of job description, writing of clauses of work, and writing of activity step from all fundamental dutieses, henceforth readers will be presented by explanations of the process of execution of work evaluation.
  
  Sources : internet, various media, and experience during working.

Job Analysis; In Scope of job observatiaon process

Job Analysis; In scope of job observation process

Observation work is an activity addressed for the; perception, research, and data collecting of work to get all work informations which the was required, to be made by materials in formulation of job. In work observation phase, there are some matters which need careful and considered result to the activity can yield expected data. As for which need to be considered shall be as follows;
1. Determining Observation Work technique; There is many techniques in executing perception of work data for the purpose of compilation of description and competency requirement of job/activity, according to Joseph E. Morsh, edited by Moh. As'Ad, Drs.Psi in the book of entitling Industrial Psychology, year 1982, page;yard 13-15, writing there is 9 techniques that is:

a. Questionnaire Techniques ( enquette); The process of is, employees asked to give data / information filled some questions which have been prepared to pass questionnaire, as for its contents concerning work/position of and portray work/position of with his own word.
b. Check-list Technique; The Process of is, worker check and give sign of duties which was doing of him, by using an list statement of duties defining an work/position. Scope statement of duties which in the list depended from consideration of maker of list.
c. Technique Interview; This concerning selection to experienced and good worker in an work type, and the worker which usually will represent the job area of to be held an interview with.
d. Technique Perception; This is done at work when the worker in pursuance of work to be noted/to be registered. Job analyst perceive, questioning and noting all informations of the worker to obtain description which is actual, complete, and special.
e. Technique Interview Group; A number of Workers / functionary representing work/position which is same to be selected, later then after chosen, hence constructively job analyst, Worker / functionary note data of indentification and remember and also write down ofactivity closing of meeting, job analyst combine got data / information.
f. Method of Technical Conference; A number of subject matter expert in an meetings to give description concerning conducted for activity an selected work.
g. Method Daily Note; With time which have been determined, worker asked to note his duty, day after day, worker don't be enabled to keep in mind, is but asked to write down every what have been done.
h. Method of Job; the Analyst Job follow to work. Possibly he do simple duties meagrely or without instruction. In the case of activity having the character of more technical was he have to study in advance the work and later then do him together with worker which have habit.
i. Method of Critical Incident; This Technique concerning gathering of based on statement [is] direct perception or notes at deed ( mannerious)/ activity showing performance which very well and unsatisfactory. Behaviour aspect of the works paid attention and usually some occurences like that possibly good for recognizing heavy clauses from a work, however do not give description which last for getting work data.

2. Matter which need to be paid attention in execution of job observation is :
All above method/technique, each having insuffiency and excess, but we have to see that the target of the end of process data collecting of work is can muster information concerning work as complete as and possible rigid and also work of actual. In principle result of data collecting of work have goals can fulfill expectation, so that at the time of formulation of job wait, job analyst do not get difficulty in step of format breakdown of, clauses of interest, and job . On that account in general usage of work data observation method, often use Method / technique of Questionnaire, Interview, and direct perception at the time of worker work, or combination of his thirdness, excess from three observation method work as following :

a. Interview Method; This Method used many by various organizations/company in course of data collecting, because besides will be got a complete work data, the work data also detailed, this because we earn to draw up and design format of kuesioner containing of question of detailes and complete as according to requirement. But that way a job analyst to execute activity interview this require to prepare x'self with special ability in the field of communication orall and can in interpreting explanation given by employees/expert held an interview, besides also job analsis ought to can instruct wisely if experties have started to extend in giving explanation. Matter which need to be paid attention in execution of interview are the target of fundamental interview that is getting information as much as possible hitting works, on that account in the him of we need paid attention the followings:
· Use practical interview technique but do not monoton.
· Drawing up question to be raised and also draw up tape recorder if require to.
· Guide discussion direction remain to direction.
· Explanation interpretation and also redo result of the interpretation to get approval.
· Signing result of observation ( employees, experties, and observer).

Something else which need to be paid attention is :
1. Don't impress to advise
2. Don't give comment of less precise assumed activity practices
3. Don't partake inquiring ambition which outside scope analyse work
4. Don't give question which in character apprehend
5. Used Ianguage understood, facilitate question and direct obyek, don't circumvent
6. Don't do to opening of length
7. Don't assess answer untimely.
8. Don't debate answer.

To be more order and fluent of execution of interview in course of dig of data / work information, better do the things below :
1. Drawing up beforehand all supply, including permission of superior leading organizational unit of candidate to hold an interview.
2. Before all explain beforehand in a word hold an interview with to regarding what our purposes and objectives of interview.
3. During the have taking place to interview process, have to be generated feeling to owner of work was that he do not is made a fool of by interviewer.
4. Make the of room interview to have balmy condition, cleanness, do not disturb, and labour so that the room near by possibly with place work owner of work
5. Give attention fully to owner of work, labour so that he do not annoyed
6. Interviewer and owner of work shall sit in such a manner in position face to face.
7. During interview take place, owner of work shall reside in a condition not convulsively, feel peace, and feel can freely phrase his view, and interviewer shall can push owner of work to be able to answer] question clearly and honest 8. Utilizing Sheet Perception of Work to pour result of interview / got information ( see form-form) to assist in course of job analist.

As practical picture [regarding/ hit] interview items will contain questions as follows;
1. Globally of the question of flange in existence of position/occupation function in this work in process stream or organization work and clear of his contribution, this matter can identify to pass the work frequency done, taking example; frequency every day is the image of that work it is work of fundamental (core)
2. Elaborating above function into fundamental duties which is on a day-to-day basis given by superior ( leader group)
3. Image of environmental condition of place job/activity of the take place
4. Education level, technical knowledge of nonformal, technical skilled, and/ or license type which must have by job holder, to be able to run the duty
5. Amount and responsibility types which must be executed by worker
6. Any kind of becoming to account sued ( worker accountibility), and what become special performance standard of this work.

Such as have been told by Dessler that [at] interview process, oftentimes happened pemutar of work fact inversion, this matter happened because by humanism, existence of function and worker occupied to tend to had a mind so that job analysis process hereinafter, specially at the time of giving of compensation wight, expected will get big result. This matter can eliminir by using 1 until 5 people owner of work to be held an interview, what was later then compared to as a whole and from comparison result we will get result of dig of information many means, afterwards do cross check with the superior of to get confidence level and recommendation.

b. Method of quesionnaire; Process from the this method is to ask to job holder all expert of work to fill quesionnaire which have been drawn up containing to beforehand regarding questions of work responsibility and duty, and others related to activity data done by owner of work in the effort getting work data. Which require to become attention, besides notification to organizational function superior before execution of spreading of questionnaire, also explanation of question points to employees becoming data network object. In forming of content and structure of questionnaire of questions will become matter which of vital importance in neting information / activity data. This matter is done work to data result can be formulated easily by all job analysts, and besides also possibly result of from job formula can be used upon which in set-up the system, method, and order work [at] resource management function of humanism. Weakness of this method is execution of admission filling of questionnaire, usually will require time which is longer relative compared to interview method. Excess of job holder will be able to calm and barer in replying all questions, because the admission filling of him done do not in atmosphere deal with interviewer, so that got data will be more complete and also the existence of clear responsibility of owner of work.

c. Method Perception; Just as in interview method, job analyst use line item, that is; activity list, time, result of, such as written in map of job operation, activity owner of work perceived in every day selected during continuous or. This method is usually used if the work measure up to or job character which predominated by physical effort, some this activities textbook is referred as profession field ( like; custodian, assembler, operator, or officer of accounting, and others) what in this case of job analyst cannot bother activity owner of work to call it day and held an interview with or asked to answer] question of sheet of questionnaire. Work which in character not transient / erratic, this method better avoid, because there is tendency of job/activity analyst will use or his prediction activity, is so that worryed of used work sampel do not representative. At process of execution, is usually registered / to be noted pursuant to work cycle, intention of is job analyst perceive activity owner of work of moment work during one job cycle, taking example a machine operator will perceive to start from drawing up appliance / raw material and machine ( material) , forming / processing the the material so that become product. From mentioned work cycle, we can to perceive and note all requirement of data, work data, work input, condition of job environment, job step, and also time used to execute one cycle work completely. But this method have weakness in the case of neting data concerning clauses of claimed of qualifiacation , is so that suggested to equip less data, had recourse from expert or superior job holder of work. For the execution of data collecting of work, writer recommend usage of combination method from third above method, to get wholy work data.

For example, hereunder we give some format forms of questionnaire to be able to be used by work analysts in neting work data by using method / technique of questionnaire, interview, and perception.

Gary Dessler in the book of Human Resource Management 7e, 1997, page;yard 95-96, signing tendency use 3 technique in executing activity dig of data, interview technique, questionnaire, Observation, and perceive worker diary. In interview technique, Dessler divide in 3 interview technique, among others is individual interview, group interview, and interview expertly which have really know indepth work which is diging. Advis given by Dessler in execution of this interview is interviewer shall fully comprehend reason for interview, caused by an tendency that execution of interview often it as " assessment of efficiency. If this do not clarify beforehand, hence worryed of individual or group of people to hold an interview with possibly will do not wish to submit statement concerning position/work of their subordinate or them carefully.

Differ advice from Dessler is to give guidance which need to be considered in execution of interview, that is ( 1). Analyst work and supervisor shall cooperate. Identifying of employees which is soybean knowing at most concerning works/position, also them which is is possible to be expected to become most objective in depicting their responsibility and duties; ( 2). Performing a relation quickly with participant of interview, given the personal name, talking with Ianguage which is is easy to be understood, in a word explain the target of interview, and explain how people is finally selected for interview; ( 3). Following guidance of list or structure, containing of question and give room for his answer. This ensure that you'd identify the important question and that any interviewers cover all asked questions. However, ascertaining also to give time employees extra during replying question and give question like, " do there is something that not yet been covered by our question;(4). Having completed interview, check equipment and work data which is competence. This is usually done by information evaluation by together with supervisor, employees, and with interviewer. Equiping example form of questionnaire, Equiping example form of questionnaire practiceed can be seen its for like hereunder.

example of questionaire


SHEET OF JOB EVALUATION
Preface

Intention of this questions only wishing to know information concerning work of you, not to measure achievement or productivity. From this informations will be used to make job description of your position/occupation and analyse facts influencing works, so that can assist you in the case of improving efficiency.

I. IDENTIFICATION OF POSITION/OCCUPATION

WORK OF TITLE :
WORK OF CODE/ORGANIZATIONAL :
TYPE OF WORK :
CLUMP OF WORK :
GROUP OF WORK :
LEVEL OF WORK. :

II. DESCRIPTION OF POSITION/OCCUPATION/WORK.

writing down especial function of [position/occupation this work shortly and clear.
Writing down duty - fundamental duty which must be conducted for to support especial function of position/occupation this work, statement of the fundamental duty is shortly written to use guidance " What is done and result of this fundamental duty can be used to be exploited to what "
Mentioning also additional duty ( if exist) by using guidance of writing like above, and how many times the work executed during one week, one month, 3 months or 6 months.
Mentioning stages;steps of execution of job/activity globally able to depict knowledge, skilled, and job/activity attitude which required in executing work step, and also as according to fundamental duty items.
Materials, Product, service, fundamental matter which handled/ to be yielded in execution of this work.
The Job/occupation hold responsible direct at function / title job : concerning ; report, authentication, inspection, or follow-up
Work / the [position/occupation] direct ;
Relation work in company :
Relation work outside company ?:
Resistances what is met and relate to interest ( knowledge, skilled, or [job/activity] attitude), in working this.
Elaborate in detail, clear, and complete concerning responsibility to work result and authority in deciding something of usage of resource ( given to be to be connected at risk to possible emerge in execution of work / [position/occupation].
How your work is assumed to succeed, and what measuring rod him ( guidance of him) ?

III. QUALIFICATION OF COMPETENCY

Minimum Clauses [of] Formal Education
Clauses of Knowledge of Nonformal ( requirement of training of addition)
Clauses of Job Experience; to be able to do this work, is required [by] Job experience in area ……………………………………………… Year Of Service ………. Month of / year.
Clauses of able to/skilled/competency.

IV. JOB EVALUATION DATA

Writing down in detail, clear, and complete of the reason what become base that work / the position/occupation have to qualify education level and experience like which have written in job qualification of work/position/occupation, attributed to difficulty form and type which emerge and resolving of problem oves real which oftentimes have to face.
Elaborate in detail, clear, and complete concerning role to position/occupation abbout planning and control time, form coordination ( for example; discuss, presentation, or negociation), and also control form and time of exploiting of sources/project of company.
Elaborate in detail, clear, and complete concerning responsibility to work result and authority in deciding something of usage of resource ( given to be to be connected at risk to possible emerge in execution of work / position/occupation.
Writing down in detail, clear, and complete concerning responsibility to management of money, in category of revenue, expense of project, and expense of payroll, while asset value is monetary data which do not the including to be made by measurement dimension.


After us prepare everything related to preparation of execution of work observation ( dig of work data), like; permit, format of questionaire, usage of observer, hence hereinafter we need it execution of the work observation each all of functions; every function can draw up everything without bothering fluency work of function to visit, besides also don't forget to write letter in each function head to every execution of activity of job/activity obsevation.


Is got from internet, various source, and direct experience.

Balance Scorecard; A Common Evaluation Concerning Relationship between BS and Process Job Analysis

Balance Scorecard;
A Common Evaluation Concerning Relationship Between Balance Scorecard and Process Job Analysis

Balance Scorecard ( BS) is management measuring instrument which was initially used for the management of accountancy, is with refer to process measurement of comprehensive performance of a company, mean all activities residing in organization, performance of measured by using set of "money" realized into financial statement.

Balance Scorecard publicized in the year of 1992 by Robert Kaplan and David Norton through article, and made by book in the same year which to title " The Balalance Scorecard: performance drive that measures". As we know that Robert Kaplan and David Norton in scorecard balance they use 4 in perpective object which measured, and expected by using 4 this in perpective, hence all of company performance, and expected by using 4 this in perpective, hence all of company performance, can represent to show performance level or financial condition reached by company. As for four the in perpective is :

1. Finance Perspective to measure company performance throught financial statement of implementation result and execution of strategy which have been applied which is have contribution [to] base line of company. The mentioned it long-range strategic goal achievement of organization, and accompanied with quantified result form of the strategy in traditional monetary terminology. The resume financial statement will show concerning acceleration of growth of company, type of support factor , and level attainment of company performance result. Monetary objectives and measure for growth step will come from development and growth of organization to lead to the improving of sale volume, addition of new cutomers, growth of earnings etc. support do step on the other hand will mark by measure mirror which evaluating effectiveness of organization in arranging costs and its operation. By calculating of profit ratio of capital, enpowering of profit of capital, etc., finally, do attainment of result step will be based on cash flow analysis of the size like payback period and earnings volume. In perspective partly finances most commonly is to measure growth of earnings, costs, profit margin, cash flow, neting operating income etc.. Key Performance Indicator which commonly use is :
Cash flow
Return on Investment
Financial Result
Return on Capital
Return on Equity

2. Customer perspective depict base assess that strategy application organization attainment of goals of company profit by applying selected method at the object of customer satisfaction. Which is on finally yield sale which go up according to on the chance of that is with guide of pamper customer group. The value base concentrated on one of the to this three of the mentioned is: excellence of operational, friendliness of [cutomer/ client], or product reliability, parallel with conservancies of measure two other in perpective. Key Performance Indicator which commonly use is :
Timely delivery,
Quality Product/service,
After sales service,
Optimal expense,
Reached result.

3. Internal Process Business perspective having bearing with process to create and deliver product to customers. Focus of at all of key process and activities which needed in sequence work company is have to skilled in providing value expected by customer, goals of is efficient and productive. The objectives is long-range and short-range, For the agenda of identifying measure matching with in perpective of internal process business, Kaplan and of Norton propose usage some classifications of process creation of similar value in organization. Classification in perpective of internal process is operation management (improved exploiting of asset, management enchain supply, etc), customer management (developed and deepen link), innovation ( with new production and service) and arrangement & social (with to maintain of good relationship of eksternal stakeholders). Key Performance Indicator which commonly use is
Number of activities
Opportunity sucess rate
Accident ratios & Environment compatibility
Overall equipment effectiveness


4. Growth & Innovation Perspective is the foundation of any strategy and centrally at asset do not extant (intangible) of the organization, extant mostly abilities and internal skilled which needed to support value creation of internal process. Growth & Innovation Perspective have bearing with works ( and motorized by capital ability of human being), system ( [ information capital), and climate ( [ organizational capital) of company. Three this factor relate to what was Kaplan and of Norton claim, that is needed infrastructure for the agenda of enabling the reaching of ambitious objectives from three other in perpective. This matter is of course drawn up for the attainment of long-range target, because in perpective growth and Innovasi ( passing the make-up of employees interest) will need selected expenditure which can lessen result of finance short-range, Key Performance Indicator which commonly use is :
Investment Rate
Illness rate
Internal Promotions %
Employee Turnover
Gender Ratios

So now we have known that Balance Scorecard is management appliance related to process measurement of company performance by using selected criteria to each in perpective. From the mentioned we can see that the nucleus;core of by using BS hence us manage company performance so the performance can grow and expand up at the increasing of earnings of company. Something else of our which can see, that BS have kindliness to grow and expand an company, because BS have the character of :

1. Comprehensive; that is entangling vital functions in company organization, entangled financial functions, production system, employees interest and of innovasi, and also satisfaction of customer.
2. Coherent; in meaning develop;build network because effect of each in perpective. Where strategic target of company will influence, ad for internal process business and business process eksternal, in meaning go down him mount sale not merely because of one just function, but effect might possibly selected of other function.
3. Balanced; that is measurement of performance conducted by BS instructed from formulating strategic target come up with the execution of embrace balance formula, in meaning:
· Balanced between strategic target focus with conservancy of interest storey;level and storey;level of innovasi.
· Balanced between strategic target with conservancy and repairs of production process method and system / service.
· Balanced between strategic target with conservancy of good relation with customer.
4. Measured; from statement of company mission and vision having the character of qualitative ( immense) which set-up become strategic target, which is later;then translated to come up with activity to each individual, BS try to identify each clear activity of the size and then all mentioned measures of qualitative into set of money measure, this depict that in the end start from operational target which the was measurement of by using KPI ( Key Performance Indicator) until strategic target of company, performance of will easy to ism of permount efficacy performance reached.

Using BS, meaning the the company can be told to relate to management of performance which the was direction of to determine KPI, so the KPI can illustration of performance criteria. Management of performance, determining KPI, and also determine of measure, this matter do not get out of activity of job identifying (activities), cause activity is elementary fondasi which must identify in the early of activity of usage of BS. How we can determine performance criteria which the measure level efficacy of performance, if without provided with the existence of an activity ?, or how we can improve interest of employee to be skilled in doing production process or fulfill satisfaction of customer improved?, if there are no work standard (activity) beforehand. So from this illustration is clear that existing role in BS there is two supplementary factor which of vital importance to be able to succeed to apply the BS, the factor is the job or activity and employees wich instructed to support all in perpective.

Activity of identifying from vision translation result and parallel company mission specified strategic targets, determining set of measurement method and measure good to work and measurement of employees interest, and also measure achievement of level performance to each organizational function and employees, which all the this activity to support efficacy applied [by] of BS and in perpective fourth measurement. this activity most are scopes of human resource management, started by Process of Job Analysis.

Executed process of job analysis, hence identifying; production process activity network ( In Perpective of Internal Business Process), method and system measurement of achievement, interest, and also level of employees innovasi ( In perpective [of] skill improvement and of Innovasi), and also requirement of training to improve ability of employees in giving service for the shake of satisfaction of customer ( In perpective [of] [Customer), will be able to be designed easier relative into integrated program and qualified for to support of applying of Balance Scorecard.

Role of Job Analysis.

Pursuant to four in perpective which used in applying of scorecard balance, that is in perpective of finance, internal production business, customer, and Innovation and study, perpective of finance is the end of measurement indicator showing attainment of company performance result by totally. While three other in perpective is other obyek which must be measured to support the reaching of target end of financial reporting.

So now we see how far role of job analysis in supporting fluency applying of BS. Such as have been written above, that each in perpective have set of measure, that is as following :
1. Internal Business Production Perspective; Number Of activities, Success rate Opportunity, Ratios Accident & Environment Compatibility, Overall Equipment effectiveness. First matter is we which must identify to specify the amount of aktifitas (activities Number). In process of job analysis, specifying the amount of aktivities reside in course of designing works ( Job Design), that is started translated company mission and vision into statement of activity. If us take example there are 4 organizational function in an company, taking example Engineering function, Production, Sale & Marketing, and Support function ( see picture).
From above picture showing marginally concerning role (Contribution) of each organizational function which depicted with arrow sign, while stipulating of role description ( breakdown of activity) specified pursuant to result from translating mission and vision, above job description is global contribution from each organizational function which still require to be degraded again into job description format to each;every employees individual, completely is; Job Title ( Name of job), Job Description, Competency Requirement ( Clauses of Interest), and Step Of activities. Process infusion of statement of job description, clauses of interest, and step work this is the part of Job Analysis process. If this process do not be executed in the early of activity, this activity related of human resource management (HRM), hence process measurement of attainment of performance to system ( taking example; production, sale, administration, and others) and measurement of performance of hr, do not will earn to be executed, and this matter is clear will pursue applying of program of BS. Because stipulating of activity have to be executed in the early, hence we can see what a very basal and strategic of role of work analysis in perpective of internal production business in company to apply BS. From the process of identify the amount of works ( Of activities Number), hence to measure other activity targets like; Success rate Opportunity, Ratios Accident & Environment Compatibility, Overall Equipment effectiveness, will earn to be executed without the resistance.

1. Customer Pespective; Timely Delivery, Quality Product / service, Sales service After, Optimal [of] expense, Result Reached. Set of measure which used in this perpective, closely related once with management of human resource, specially on conservancy and improvement of employee qualification (Competency of employees). To know what interest items which must is always taken care of ( what ability and refreshment) which must is always improved of ability had by employees, hence we have to compile training program and improvement of ability of employees based by clauses of interest (standard of qualification) which have been specified by company, and this is result of from process of job analysis. Infusion of training items to take care of the stabilizing of ability of employees through program of refreshment and improve ability of employees through training program, in the world of ordinary analysis job referred usually name as Training Need Analysis. At applying of program of make-up of employees ability (competency / qualification), hence before all we have to identify level to each work ( job title), functioning of high indicator as lower of each work, so to contend that work one compared to higher of other work, we need to execute process of job evaluation, that is process enumeration of wight to each job by using selected method, and then determine each the level of in each work which have owned wight result from process of job evaluation. If we have identified work level and wight, hence we have owned set of interest standard measure / ability qualifyed by an work, hence we can measure all performance targets, like; Delivery Timely, Quality Product / service, Sales service After, Optimal [of] expense, Result Reached easierly, because each job will provide with set of measure able to be used as guidance in measuring performance target which used in this perpective.

2. Growth and Innovation Perspective; Investment Rate, Illness Rate, Internal of Promotions %, Employee Turnover, Gender Ratios. Very clear in this perpective of direction that tend of management of human resource, specially on compilation of program of giving the confession and appreciation of reaching of improvement on achievement reached for by each employees, besides measuring attainment of reached achievement by each employees, company also need confession program that one can go up from one work level to other work level, this program will be able to stimulate a employees to always to experience study in each work to improve ability of him. Place of which needed to be able to isn't it the make-up of ability each competent employees to be able to go up from one level to more hig level, we have to design map of career which is elementary based on job description and clauses of interest (qualification requirement). Map of this career is an compiled work corps in such a manner so that can depict work ladder and also instruct career from one work to other work of superordinate. looked after by cultural him of growth for all employeeses, hence can be ascertained by each employees will have instinct to always learn and learn, so that tendency to get new matter ( including innovation), may simply existing innovation potency in employees natural existence can application in each work. With applying of writer program which have explain above, hence target measure attainment of performance like; Investment Rate, Illness Rate, Internal [of] Promotions %, Employee Turnover, Gender Ratios in this perpective expected can executed easier.

From explanation concerning role of work analysis in each in perpective used to measure attainment of company performance in applying of BS, we can see what a hand in glove of relationship between BS with job analysis process there even exist impress that very need existence of work analysis become appliance which is exactly in more easier and supporting of measurement of attainment of company performance result. Clear to be more as a whole relation between BS with JA see picture hereunder.

from above illustration of the picture, can be concluded that role of job analysis in course of execution of balance scorecard is to become correct appliance (toolls) to be able to identify set of measure in course of measurement of work target to the a job/activity and/or production/service system and also measurement which on employees, whether that concerning measurement of employees competenscy or related to measurement of performance achievement.