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Job Analysis

1. Discuss and explain the importance of job analysis in

human resources management for event

organizations.

2. Create a job description for two different posts in

event organizations. Include Job title; Reports to

whom; Job Summary; A list of Job duties; Job context;

Conditions of employment.

3. From the job descriptions that you created, choose

three of the duties that you listed for each post and

write a standard of performance for each duty in

both posts.

4. Create a job specification for those two posts.

Include Job specification Title; Knowledge and

experience; Skills; Other attributes.

3/5/202

KAUFT
King King Abdul-Aziz university university

FACULTY OF TOURISMFACULTY OF TOURISM

HUMAN RESOUCES IN
EVENT MANAGEMENT

EM 62

Job Analysis

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis

Assoc. Prof. Dr. Reda Gadelrab
January, 2021

Learning Objectives
By completion of this presentation You should be able to:

Explain the process of job analysis.

Evaluate the most appropriate ways in which to approach job
analysis.

Explain procedures required to conduct a position analysis.

Establish conditions of employment.

Distinguish between job descriptions and job specifications.

Develop job descriptions and job specifications.

Recommended Textbook:

Hayes , D.K and Ninemeier , J.D.(2009) Human Resources
Management in the Hospitality Industry.

Nickson, D. (2007) Human Resource Management for the
Hospitality and Tourism Industries.

Sommerville, K.L. (2007) Hospitality Employee Management and
Supervision: Concepts and Practical Applications.

Wagen, L.V. (2007) Human Resource Management for Events:
Managing the event workforce.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis

Assoc. Prof. Dr. Reda Gadelrab
January, 20

3/5/2021

Brainstorming Group work Activity:Brainstorming Group work Activity:

What is Job analysis?
What is the difference
between Job Descriptions
and job Specifications?
………..
………..
………..

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis

Assoc. Prof. Dr. Reda Gadelrab
January, 2021

IntroductionIntroduction

Job analysis is the process of
collecting information in order to
develop a comprehensive
awareness about specific jobs,
including job descriptions and
Job/person specifications.
Hospitality organizations that
operate in professional and
complex environments find that
job descriptions are an invaluable
part of planning.



King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
3

IntroductionIntroduction
A job description can:

Form the basis for recruitment of the
most appropriate staff,

Provide guidelines to the individual
accepting the position,

Form the basis for training plans and

Provide a foundation for performance
management.

For most individuals and organizations, job
descriptions are invaluable—in the event
business, job descriptions are part of the
micro level planning that contributes to
flawless performance.

5
King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

What is job analysis?What is job analysis?

Job analysis is the process of discovering the
nature of jobs and for this to occur a systematic
process is necessary.

The outcomes of job analysis are primarily the
Job Description and Person Specification for each
role, including volunteers.

A job description is an outline of reporting
relationships, tasks to be performed, job outcomes
expected and working conditions.

A person specifications (also referred to as ‘job
requirements’) provides details of the ideal
candidate, including knowledge, skills and other
attributes required to perform the above tasks.

Job Descriptions and Specifications may need to
be changed to reflect the organization’s updated
human resources requirements.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
4

What is job analysis?What is job analysis?
In conjunction with project planning, the following questions
might be asked as the job analysis process evolves:

What is the primary purpose of the job?

Is this job going to be performed by a paid staff
member, a volunteer or a contractor?

What are the tasks that need to be performed?

What are the skills, knowledge and other attributes
required?

Are there any legislative considerations, such as
requisite licenses?

When and where are the tasks performed?

What are the reporting relationships?

Which environmental factors need to be considered?

Are specific job outcomes expected?

Is the job likely to change during the course of the
project?

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
What is job analysis?What is job analysis?

A labour force analysis is
necessary to identify any gaps in
supply or training and this in
turn leads to identification of
roles assigned to paid staff,
volunteers and contractors.
At this stage organizational
charts can be developed.
Methods of job analysis are
outlined in the following in brief:

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
5

Simple approaches to job analysisSimple approaches to job analysis

Project management processes:

This is one of the most common ways
in which event organizations analyze the
human resource requirements
necessary to execute the overall plan.

By breaking down the work into
smaller and smaller subprojects it can
ultimately be decided which tasks need
to be performed in order to achieve
the project outcomes.

This is colloquially known as:

‘drilling down’.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis

Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Simple approaches to job analysisSimple approaches to job analysis

Focus groups:

Most event organizations are comprised of a group
of experienced individuals at management level.
Using their experience, a series of focus groups can
be conducted which may abbreviate the detailed
project planning identified above.

This group can contribute something vital—they
can identify the things that have worked and haven’t
worked in the past.

Also, the members of the group have experience
with employing their own staff, contractual
arrangements with suppliers and volunteer
management.

Tapping into this experience, which may be local or
international, is an essential part of job analysis.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
6
Simple approaches to job analysisSimple approaches to job analysis

Interviews:

Individuals may have a wealth of ideas
to contribute. As with the above
approach, it is best to structure the
sessions, using questions such as those
described in the previous section to
ensure that the discussion doesn’t go
off track.

Questionnaires:

A simple format for job analysis is
useful once the high-level planning has
been completed.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Simple approaches to job analysisSimple approaches to job analysis

Research:
Industry research is another
component of job analysis. Similar
occupations and events may have similar
roles.
Legislative requirements, such as
health certification to produce and
serve food may be part of the person
specification.
Knowledge of food safety systems and
procedures would be essential for
catering supervisors.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
7
Simple approaches to job analysisSimple approaches to job analysis

Critical incidents:

There is nothing more powerful than a
critical incident analysis to point to planning
deficiencies.

Using this approach, the following questions
would need to be asked:

What went wrong/right?

What were the contributing factors?

How did people performance contribute
to the incident (in a positive or negative
way)?

How was this reflected in human
resource management plans, policies and
procedures (or not, as the case may be)?

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

Conducting a Job AnalysisConducting a Job Analysis

A Job analysis identifies each task that is
part of a position and explains how it should
be done with a focus on knowledge and skills.

As such, it becomes the foundation for
developing training programs.

Note : job analysis (also called position
analysis) is integral to many aspects of human
resources management.

For example, it defines job tasks that drive
selection, training, ongoing work
requirements, and performance evaluation.

It is, therefore, a powerful tool that is critical
to design and implementation of training and
all other human resources functions.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
8
Conducting a Job AnalysisConducting a Job Analysis

Position analysis can also be done to study one task that
requires revision because of changes created by new
equipment or several tasks that are creating operating or
guest – related problems.

Training new persons in all tasks and experienced staff in
new work methods becomes possible after position
analysis activities are completed.

There are four basic steps in the position analysis
process: (1) prepare a task list , (2) develop a task
breakdown , (3) consider performance standards , and (4)
write a position description . The sequence of these four
components is illustrated in Figure 1.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

Conducting a Job AnalysisConducting a Job Analysis
FIGURE 1: Components of Position Analysis Process

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
9

Conducting a Job AnalysisConducting a Job Analysis
Prepare a Task List:

A task list indicates all tasks included in a position. It focuses
on how-to activities that a successful staff member must be able
to do. Persons working in each position must perform several
(or more) tasks that, in turn, typically require numerous steps.

Consider, for example, a dishwasher in a college and university
foodservices operation. The tasks in this position are numerous
and probably include those related to operating the dishwashing
machine and washing dishes. To successfully wash dishes, the
employee must complete several steps, including rinsing soil
from plates, properly placing dishes in a rack, and removing and
placing clean dishes in mobile carts after washing.

What is the complete list of tasks that the dishwasher must perform? The

answer to this question is indicated in a detailed task list.

Procedures to develop a task list include:

Obtain interview input from the supervisors of and several experienced
workers in the position being analyzed.

Use available written information. Examples include position descriptions
that provide a summary and an overview of tasks, existing task lists, and
training materials used to teach new staff about their jobs.

Use a simple questionnaire that asks, “ What do you and others in your
position do as part of your job? ”

Observe staff members as they work in their positions; compare what
they actually do to the tasks they identified when questioned about their
position responsibilities.

If practical, work in the position(s) for which a task list is being developed.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
10
Conducting a Job AnalysisConducting a Job Analysis

Develop a Task Breakdown:
A task breakdown indicates how each task identified
in the task list should be performed.
It recognizes that each task requires a series of steps
for completion. For example, one task for a
dishwasher may be “ to properly operate a
dishwashing machine. ”
The task involves several steps, including loading the
machine, monitoring its operation, and adding
additional detergent, wetting agents, and/or other
chemicals.

Develop a Task Breakdown:
Benefits of task breakdowns include:
They indicate the correct way to perform a task to
best ensure that performance standards are attained.
Trainees benefit from written instructions. A
trainer can review a task breakdown with a trainee,
who can then demonstrate it using the task
breakdown as a guide. Another benefit is that
trainees can practice each step and then compare
procedures used with those noted in the task
breakdown.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
11

Conducting a Job AnalysisConducting a Job Analysis

Consider Performance Standards:

Performance standards specify required quality and quantity
outputs for each task. For example, the proper quality of a
dessert prepared in a hotel ’ s bakery is that expected when the
applicable standard recipe is followed. The quantity of work
output expected of a front desk agent in a hotel considers the
number of guests to be checked in during a shift. Quality
requirements cannot be sacrificed as quantity requirements are
attained.

It is important that proper performance be clearly defined.
Then staff members will know what is expected of them, and
managers will know when performance is acceptable. The goal
of training must be to teach a trainee how to correctly perform
a task, and the definition of correct refers to both quality and
quantity dimensions.

21
King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Conducting a Job AnalysisConducting a Job Analysis
Consider Performance Standards:

Performance standards for a task should be reasonable
(challenging but achievable). Staff should be trained in
procedures specified by task breakdowns, and they must be
given the tools and equipment needed to attain the
performance standards.

Performance standards must also be specific so that they
can be measured. Which of the following standards is better
stated: “ The front desk agent should be able to check in
guests as quickly as possible ” or “ The front desk agent
should be able to check in guests using the procedures
specified in the task breakdown? ” The latter standard is best
because it can be objectively measured.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
12

Conducting a Job AnalysisConducting a Job Analysis
Write a Position Description

You have learned that a position description summarizes a position
and lists the major tasks that constitute it.

Some persons think about position descriptions during recruitment
because they are used to provide applicants with an overview of a
position. However, a position description also serves other purposes.

First, it summarizes the breadth of training requirements. A new staff
member must learn everything required to perform the job as
summarized in the position description. From the perspective of the
trainer, it provides an overview of what the training must address and
accomplish.

Position descriptions also help with supervision, because staff
members should normally perform only those tasks noted in them. As
well, they can be used for performance evaluation activities that
consider the extent to which staff adequately perform the tasks in the
position.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Conducting a Job AnalysisConducting a Job Analysis
Write a Position Description
You have learned that a position description summarizes a position
and lists the major tasks that constitute it.
Some persons think about position descriptions during recruitment
because they are used to provide applicants with an overview of a
position. However, a position description also serves other purposes.
First, it summarizes the breadth of training requirements. A new staff
member must learn everything required to perform the job as
summarized in the position description. From the perspective of the
trainer, it provides an overview of what the training must address and
accomplish.
Position descriptions also help with supervision, because staff
members should normally perform only those tasks noted in them. As
well, they can be used for performance evaluation activities that
consider the extent to which staff adequately perform the tasks in the
position.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
13

Establishing conditions of employmentEstablishing conditions of employment

Part of job analysis involves establishing conditions of
employment. These conditions may include any or all of
the following:

Paid employee

Full-time employee

Part-time employee

Permanent employee

Temporary

Casual

Agency staff

Volunteers

Contractors

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Establishing conditions of employmentEstablishing conditions of employment

Paid employee:
A person is an employee if a number of criteria are
met. Essentially an employee agrees to ‘serve’: he or she
agrees to follow directions.
Control is therefore one of the primary criteria of the
employment relationship. Another is the organization
test whereby the employee works on the premises and
uses all the tools and equipment of the employer.
The employee is thus assimilated into the organization
Finally, ‘consideration’ is the payment of the employee
for the hours worked so that money changes hands.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
14
Establishing conditions of employmentEstablishing conditions of employment

Full-time employee:
Full-time staff work a full week, normally
an eight-hour day over five days.
However, legislation of a particular country
or region, and industrial agreements, have an
impact on this arrangement. Where such
agreements exist, employees must be paid
overtime if they exceed these hours.

Part-time employee:
Part-time is where a person works a
percentage of a full-time position, with
associated benefits such as pay and leave on
a pro-rata basis.
Thus someone who works half the week is
paid 50 percent of the full-time wage for the
same position and is entitled to half the
annual leave and sick leave.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
15
Establishing conditions of employmentEstablishing conditions of employment

Permanent employee:
A permanent employee has an open-ended
relationship with the employer.
Temporary:
Temporary positions are common in
hospitality industry , particularly in the event
industry.
For example, a paid volunteer coordinator
might be employed for three months.

Casual:
A casual employee works on an hourly
basis.
The pay rate reflects this, carrying loadings
to compensate for the lack of sick leave or
other leave.
The hourly rate is thus higher than that
for a permanent or temporary employee.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
16
Establishing conditions of employmentEstablishing conditions of employment

Agency staff:
Agency staff are somewhat complex as their
employer is technically the agency that has
hired them and is paying them.
However, they do work in much the same
way as employees, taking direction and
participating fully in the organization.
Despite this, they remain the employees of
the agency.

Volunteers:
Volunteers are not employees.
They are not paid and are not able to access
the benefits of employees.
They are not covered by workers
compensation.
Where the position is unpaid this should be
clearly stated on the job description and in all
correspondence with the volunteer.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
17
Establishing conditions of employmentEstablishing conditions of employment

Contractors:
An independent contractor does not fall within
the definition of an employment relationship since
he or she has control of an independent business
and decides where, when and by whom the work
should be done.
People employed by the independent contractor
are answerable to their employer even if working
on the event site.

Contractors:
While collectively everyone on site is
described as being part of the ‘event workforce’,
only a portion of these people are paid staff.
Clarity about the basis for employment is
essential for legal reasons.
Anyone working as an employee of the event
organization should be issued with an offer letter,
which is essentially an employment contract.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
18

Job DescriptionsJob Descriptions

Job descriptions detail the duties
that the position requires.
In other words, what tasks will this
employee be required to do?
Before placing even the first help-
wanted advertisement or conducting
even one single interview,
management should first develop a
written job description for the
position that needs to be filled.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Job DescriptionsJob Descriptions

Why is this? Because this process
forces management to thoroughly
think about this particular position
and to review each of the tasks that
the successful applicant will need to
be able to accomplish.
Only after this is done will
management be ready to think
about the type of individual who
would be most suitable for the
position.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
19
Job DescriptionsJob Descriptions

When we say type of individual,
we are not referring to blonde hair
and blue eyes; these factors are
probably not job related and,
therefore, have no business in the
decision-making process.
Illegal job discrimination can be
costly indeed, so you want to avoid
basing your hiring decisions on
factors that could be deemed
discriminatory.

Properly written job descriptions may
also serve as a defense against
discrimination claims because they list
the minimum job qualifications, provide
job applicants with a picture of what the
job entails, and document the essential
job functions.

Once you have decided on a position’s
essential functions, you are ready to
begin formulating the job description.

Often, the bigger the job, the smaller
the job description.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
20
Job DescriptionsJob Descriptions

 An hourly position could require quite
a lengthy job description that details
many tasks.

As one moves up the managerial ladder,
the essential functions become broader.

In fact, job descriptions for
management positions are often called
position descriptions.

All job descriptions should have these basic
elements:
Descriptive position title (what the job is),
Title of immediate supervisor,
Position summary (synopsis of the job), and
Tasks (duties).

Some organizations break each task into a
performance standard:
A performance standard is nothing more than the
what, how, and to what standard each task is to be
performed.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
21
Job DescriptionsJob Descriptions

Developing a well-written set of
performance standards for each job
position in the operation provides
the foundation for a management
system for the employees and the
work they do.
Performance standards are
important to the training process as
well as to the employee appraisal
process.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

Job DescriptionsJob Descriptions
Well-written performance standards also provide the following
additional benefits:

Describe jobs in detail.

Present an accurate picture of what the job entails during the
interview process.

Describe the day’s work for each job.

Train workers to meet standards.

Evaluate a worker’s performance.

Provide feedback to workers on their job performance.

Reward achievement and select employees for promotion.

Be used as diagnostic tools to pinpoint ineffective
performance and serve as a basis for corrective action.

Discipline workers as a means of demonstrating
incompetence.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
22
Job DescriptionsJob Descriptions

 A job description is a summary of the most
important features of a job, including the
general nature of the work performed (i.e.
duties and responsibilities) and level of the
work performed (i.e. skill, effort, responsibility
and working conditions).
A job description should describe and focus
on the job itself and not on any specific
individual who might fill the job.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

Job DescriptionsJob Descriptions
There are four parts to a job description:

1. Identifies where the job fits within the organization and
includes reporting relationships.

2. Describes the work performed, generally in the form of
a list of duties or tasks. In many cases these duties can be
clustered into groups of related items.

3. Describes the environment in which the person will
work and any special requirements or limitations, including
licensing and other mandatory requirements. Machines, tools
and equipment are also described here. And this part may
describe the context, such as outdoor work or shift work.

4 . Describes the conditions of employment, including pay
rate and period of employment.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
23

Job SpecificationsJob Specifications

Unlike the job description that lists each of the
essential tasks of a particular position along with the
standards of performance associated with each task,
the job specification details the personal
characteristics that a qualified applicant should
possess.
Such as food specifications which are called Food
specs to ensure receiving the exact item requested
every time
Thus, people have various and assorted
characteristics that may or may not make them
suitable for a particular position in your operation.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Job SpecificationsJob Specifications

Once you have a clear understanding of the tasks
that each position must fulfill, it is a relatively
simple matter to determine what kind of person
would best be able to accomplish those tasks.
Examples of the kinds of personal characteristics
found in a job specification:
Knowledge,
Skills and abilities,
Work experience, and
Education and training.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
24
Job SpecificationsJob Specifications

 The job specification describes the ideal person
for the job in terms of competencies relevant to
the job description.
Most people writing job specifications have little
difficulty with the sections on knowledge and skills
(competencies) required.
The difficulty is usually with the section called
‘other attributes’. It is in this section that an
inexperienced person is likely to list things
‘organized and confident’ or ‘nonsmoker’.

 A job specification for the
position required may have
some of the following
characteristics:
Required Knowledge for
the job;
Skills Required for the job;
Physical and Mental
abilities Required for the
job.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
25

Individual Assignment # 4Individual Assignment # 4

Title: Job Analysis.

Points to be covered:

1. Discuss and explain the importance of job analysis in
human resources management for event
organizations.

2. Create a job description for two different posts in
event organizations. Include Job title; Reports to
whom; Job Summary; A list of Job duties; Job context;
Conditions of employment.

3. From the job descriptions that you created, choose
three of the duties that you listed for each post and
write a standard of performance for each duty in
both posts.

4. Create a job specification for those two posts.
Include Job specification Title; Knowledge and
experience; Skills; Other attributes.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021
Individual Assignment # 4Individual Assignment # 4

Instruction for the assignment:

Type of attached file: word document file
attached through course messages on the
BlackBoard.

Name of word file: Assignment 4

Deadline: Saturday, 13/3/2021

Grades assigned: 10 Marks.

You should have a cover page for your
assignment involving the following information:
Course Name and its Code; Assignment Title;
Student Full Name; Student ID No.; Submitted to
whom, Date of Submission.

A list of References used should be added by
the end of Assignment.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

3/5/2021
26

THANK YOU

Thank you for being with me today and please
feel free to ask any questions.

King Abdul Aziz University – Faculty of Tourism
Human Resources in Event Management – Master in Event Management
Job Analysis
Assoc. Prof. Dr. Reda Gadelrab
January, 2021

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