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Job Analysis: 1 Dr. Pallavi Srivastava

The document discusses job analysis which is the process of determining the duties, responsibilities, and qualifications of a job. It outlines what is included in a job description and job specification. It also discusses the different types of information collected during job analysis and how job analysis is used in recruitment, compensation, training, and performance management. The document provides examples of job descriptions and specifications.

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akshay
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60 views

Job Analysis: 1 Dr. Pallavi Srivastava

The document discusses job analysis which is the process of determining the duties, responsibilities, and qualifications of a job. It outlines what is included in a job description and job specification. It also discusses the different types of information collected during job analysis and how job analysis is used in recruitment, compensation, training, and performance management. The document provides examples of job descriptions and specifications.

Uploaded by

akshay
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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JOB ANALYSIS

Dr. Pallavi Srivastava 1


Job Analysis
The procedures for determining the duties and
responsibilities of a job and the kind of people who
should be hired for it.
JOB DESCRIPTION: A list of job’s duties, responsibilities,
reporting relationships, working conditions, and
supervisory responsibilities.
JOB SPECIFICATION: A list of requisite education, skills,
personality needed to do that job.

Dr. Pallavi Srivastava 2


Types of Information
Collected
Work
activities

Human Human
requirements behaviours
Information
Collected Via
Job Analysis Machines, tools,
Job
equipment, and
context
work aids

Performance
standards

Dr. Pallavi Srivastava 3


Aspects of job description...
1. Job identification, in particular job title, department,
division, company name, location;
2. Relationships with others, notably vertical relationships
(supervision and monitoring) or horizontal relationships
(liaison with others, co-operation);
3. Job content, especially the actual tasks of the job, the level
of responsibility of the task, frequencies of performance,
the importance of the task;
4. Working conditions, for instance physical environment
(noise, heat), social environment (working in a group, night
shift), economic environment (salary, fringe benefits);
Dr. Pallavi Srivastava 4
Aspects of job description
5. Performance standards/objectives, expressed in
quantitative terms (for example, level of output or sales,
time limits to be met) or in qualitative terms (for example,
maintaining a certain quality standard within the group);
6. Human requirements,such as physical and
psychological characteristics of the applicant that would
comply with the demands of the job;
7. Other important information, for example training
and career opportunity, the firm’s performance in the
product market (image-related information).

Dr. Pallavi Srivastava 5


Job Specification
These are requirements in terms of educational
level and/or experience the applicant should have
in order to guarantee a satisfactory performance
on the job.
 Educational requirements are an indicator of the
applicant’s attitude towards learning.
 Experience requirements are more oriented
towards the acquisition of a specific know-how at
the moment not present within the firm.
Essential Vs. Desirable

Dr. Pallavi Srivastava 6


Use of Job Analysis
 Recruitment & Selection: Helps to decide what sort of
people to hire or recruit.
 Compensation: Provides information to find the relative
worth of each job & its appropriate class &
compensation.
 Training: Lists the job’s specific duties and the requisite
skills and hence the training required.
 Performance appraisal: JA helps in deciding the
performance standards.
 Discovering unassigned duties
Dr. Pallavi Srivastava 7
 Legal compliance: Important to know each job’s
An example of a detailed job specification
Specification for the job of senior sales assistant for computer H/W & S/W
Physical make-up
 Essential: tidy and dressed in a “business-like” manner
Attainment
 Preferred: Graduation with atleast 55% marks
 Preferred: demonstrates some self-taught knowledge of computer packages
 Essential: good keyboard skills
General intelligence
 Essential: above-average and quick to grasp the meaning of problems
Special attitudes
 Essential: ability to relate to people – to be outgoing and form relationships quickly
Interests
 Essential: to be interested in both computer hardware and software
Disposition
 Essential: patience
Circumstances
 Essential: circumstances that enable attendance at work every Saturday
Dr. Pallavi Srivastava 8
Sample Job
Description,
Pearson
Education

Dr. Pallavi Srivastava 9


FIGURE 4–8
Sample Job
Description,
Pearson
Education
(cont’d)

Source: Courtesy of Dorling Kindersley, India.


Dr. Pallavi Srivastava 10
Job Analysis in a “Jobless”
World
• Concept of job changing over the years.
• Jobs are much more varied and loosely defined
than in the past.
• Frequent job enlargement, job rotation and
job enrichment.
• With the onset of self-managing teams, jobs
move from being narrowly defined to broad
and flexible (called “dejobbing”)

Dr. Pallavi Srivastava 11


Dejobbing
• Broadening the responsibilities of the company’s job, and
encouraging employees not to limit themselves to what’s
on their job descriptions.
Factors involved:
• Business uncertainties require the firms to be responsive,
flexible, and much more competitive. Limiting the
employees to narrowly defined jobs makes it difficult to
switch from tasks to tasks as jobs & team assignment
changes.
• Flatter organizations, self managing teams &
reengineering.

Dr. Pallavi Srivastava 12

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