Scribd
Upload
4 views11 pages

Shreya's PPPT HRM

Job analysis is a systematic process for gathering and analyzing information about a job's duties, responsibilities, and required skills, serving as a foundation for HR functions like recruitment and performance appraisal. The process involves data collection, creating job descriptions, and specifying qualifications, with various methods including interviews and questionnaires. Despite challenges such as rapid job changes and employee resistance, effective job analysis enhances organizational alignment and productivity.

Uploaded by

shreyasraju262
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
4 views11 pages

Shreya's PPPT HRM

Job analysis is a systematic process for gathering and analyzing information about a job's duties, responsibilities, and required skills, serving as a foundation for HR functions like recruitment and performance appraisal. The process involves data collection, creating job descriptions, and specifying qualifications, with various methods including interviews and questionnaires. Despite challenges such as rapid job changes and employee resistance, effective job analysis enhances organizational alignment and productivity.

Uploaded by

shreyasraju262
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
You are on page 1/ 11

JOB ANALYSIS

Pournami P
Definition

Job Analysis is the systematic process of gathering, documenting, and


analyzing information about the duties, responsibilities, necessary
skills, outcomes, and work environment of a particular job.

It serves as the foundation for various HR functions like recruitment,


training, and performance appraisal.
Purpose of Job Analysis
Recruitment and Selection: Helps in creating job descriptions
and specifications to find the right candidates.

Training and Development: Identifies training needs by


understanding job requirements.

Performance Appraisal: Establishes standards for evaluating


employee performance.

Compensation Management: Assists in determining fair and


equitable pay based on job value.

Workforce Planning: Provides insights into staffing needs and


succession planning.
Process of Job Analysis
Step 1: Data Collection

Methods: Interviews, observation, questionnaires, and


work diaries.

Information Collected: Duties, responsibilities, skills, tools


used, and work environment.

Step 2: Job Description

Documenting key duties, responsibilities, and tasks of the


job.

Example: For a teacher, duties include lesson planning,


teaching, and assessing students.
Process of Job Analysis
Step 3: Job Specification

Listing the qualifications, skills, and


attributes required for the job.

Example: Educational qualifications,


interpersonal skills, and subject
expertise for a teacher.
Methods of Job Analysis

Interview Method:
Observation Method: Limitation: May not
Conducting structured or Advantage: Provides
Directly observing Suitable for manual and capture mental activities
unstructured interviews detailed and specific
employees performing repetitive jobs. or irregular tasks.
with employees and insights.
their jobs.
supervisors.

Functional Job Analysis


Questionnaire Method: Advantage: Covers a
Limitation: Time- (FJA): Focuses on
Distributing surveys to large number of Limitation: Responses
consuming and analyzing the functions
gather job-related employees quickly. may lack depth.
subjective. of a job in terms of data,
information.
people, and things.
Components of Job Analysis

Job Duties and


Skills and Qualifications:
Job Title: A descriptive title Responsibilities: The tasks
Education, experience, and
for the position. and functions associated
competencies required.
with the job.

Tools and Equipment:


Work Environment:
Instruments or software
Physical and social
required to perform the
conditions of the job.
job.
Applications of Job Analysis

Recruitment and Selection: Employee Training: Helps


Ensures hiring based on job design specific training
needs. programs to fill skill gaps.

Performance Evaluation:
Job Design and Redesign:
Sets performance
Improves efficiency by
standards and benchmarks.
restructuring roles.
Challenges in Job Analysis

RAPID CHANGES IN JOB ROLES DUE RESISTANCE FROM EMPLOYEES TIME AND RESOURCE-INTENSIVE
TO TECHNOLOGICAL DUE TO FEAR OF INCREASED PROCESS.
ADVANCEMENTS. WORKLOAD OR CHANGES.
Conclusion

Job analysis is a critical HR tool that lays the groundwork for effective human
resource management.

It ensures that organizational goals align with employee capabilities, leading to


better productivity, job satisfaction, and overall success.

By understanding and implementing the principles of job analysis, organizations


can create a strong foundation for achieving their strategic objectives.

You might also like