JOB ANALYSIS

• J.A is the process of getting detailed information about jobs

• It refers to a scientific and systematic analysis of a job in order to
obtain all pertinent facts about the job
• J.A is the procedure through which you determine the duties of
vacancies in the organisation and the characteristics of the people to
for them.
• J.A is the process of describing and recording aspects of jobs and
specifying the skills and requirements necessary to perform the job
Job analysis provides the following information:
• Identify information in terms of its title and code number
• The operations and tasks involved in job
• Location , physical setting, hazards and discomforts
• Duties involved in job
• How job is performed
• Relationship of the job with other jobs in the organisation
• Human resource attributes required for performing the job-
education, attitudes, experience.
Objectives of Job Analysis
• The main objective of job analysis is to prepare job description and
job specification-hire the right quality of workforce
• Job redesign-simplifying the process and methods hence improve
productivity.
• Establish work standard
• It provides support to other human resource activities- recruitment,
selection, training needs assessment, promotion criteria
performance appraisal, safety, job evaluation and compensation plans
 Importance/uses of Job Analysis information
• Organizational design:-is useful in classifying jobs and
interrelationship among them, responsibility commensurate with
authority and accountability for various job
• Human resource planning: it provides useful information for
forecasting manpower requirements- knowledge and skills (planning
for promotion and transfer
• It determine quality of human resource required in an organization
• Recruitment and selection: information related to tasks,
responsibilities, skills serves as a realistic basis for hiring people.
• Placement and orientation
• Training and development: job description should show the activities
and skills
• Performance appraisal- J.A determine work standards in critical part
of job
• Career path
• Job design
• Job evaluation
• Labour relations- Information obtained from JA is useful for both mgt
and trade unions for collective bargaining
• Healthy and safety: J.A it reveal unhealthy and hazardous
environment
The process of Job Analysis
• Organizational analysis -overall view of jobs in the organization
-judge the linkage between jobs and the organization goals,
interrelationship among jobs,
-contribution of various jobs
• Organizing job analysis programme -plan and organize programme of
J.A, a budget and time schedules, assign responsibilities
• Deciding the uses of job analysis information –
• Selecting representative jobs for analysis
• Understand job design -obtain information concerning the current
design of representative job-ie. job description, and job specification
• Collection of data
• Developing a job description - prepare a job description (briefly
describe the tasks, duties and responsibilities)
• Preparing a job specification (employee specification or attribute-
education experience, aptitude required to perform the job)

Outcome of job analysis

• Job description
• Job specification
• Job evaluation-the process of ascending the relative worth of a job
 Techniques of job analysis
1. Job performance-job analysts actually perform the job under study
in order to obtain first hand information-tasks, environment of job
2. Personal observation-directly observe
3. In-depth interview
4. Focus group discussion
5. Questionnaire
 The role of the job analyst:
An effective job analyst should:

• Be properly trained in job analysis techniques

• Have a working knowledge of the organization and the job in question

• Have good interpersonal skills

• Comfortable working as a group facilitator

 Types of information to be collected
HR specialist collect one or more of the following information
• Work activities: information include how, why and when the workers
preforms each duties
• Human Behaviour: such as communication, sensing, deciding or
writing
• Machines, tools, equipment and work aids: include information
regarding tools used, materials processed,
• Performance standards: -job performance standards –quality and
quantity level of each job ( standards used to appraise employee)
• Job context: physical working conditions, work schedule
• Human requirements: include information regrading job’s human
requirements- skills( education, experience, training
 Barrier to effective job analysis
• Limited organization support
• Lack of cooperation from job analysis participants
• Difficulty in obtain a sufficient amount of useful information-(lack of
proper communication)
• Insufficient resources
• Improper questionnaires