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Job Analysis-Updated

The document discusses job analysis which is a process to study jobs and their requirements. It explains the objectives, uses, process, methods, and importance of job analysis. Job analysis provides information for activities like recruitment, selection, and training. The document also discusses job description and specification.

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HIMASMITA DAS
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© © All Rights Reserved
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20 views

Job Analysis-Updated

The document discusses job analysis which is a process to study jobs and their requirements. It explains the objectives, uses, process, methods, and importance of job analysis. Job analysis provides information for activities like recruitment, selection, and training. The document also discusses job description and specification.

Uploaded by

HIMASMITA DAS
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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JOB ANALYSIS

INTRODUCTION
 One of the main problem in Manpower Planning is
determining manpower requirements.

 Detailed knowledge of nature & requirements of


jobs to be filled is needed to determine the kind of
people needed . This knowledge we can get
through job analysis.
Job analysis:
 Job- collection of tasks, duties & responsibilities
which are regarded as regular assignments to
individual employees.

 Job Analysis :
‘ It is a procedure by which pertinent information is
obtained about a specific job i.e. it’s a detailed study of
information relating to operations & responsibilities of
a specific job.”………………………………….Flippo
Job analysis

 “It is a process of getting information about jobs:


specially what the worker does; how he gets it done
; why he does it; skill, education & training
required ;relationship to other jobs; physical
demands.”

 Job analysis also gives importance to the relation of


one job to others in the organization.
OBJECTIVES OF JOB ANALYSIS:
 The initial objective of job analysis is to decide
whether the job under study is really needed by the
organization

 Its aim is to determine information about the job


under two categories-
a) Primary Job Requirements- Job Analysis aims to
gather information relating to duties &
responsibilities of the job.
b) Secondly, it aims to gather information for
determining the knowledge, skills & abilities
required for a person to meet the job requirements
OBJECTIVES OF JOB ANALYSIS:

 Job analysis aims to simplify the procedures of


doing a job.

 Job analysis helps in setting goals for different jobs


in the organization

 Job analysis provides support to other personnel


activities like recruitment, selection, training, etc
USES OF JOB ANALYSIS

 Manpower Planning

 Recruitment & Selection

 Placement & Orientation

 Training and Development


USES OF JOB ANALYSIS
 Job Evaluation

 Performance Appraisal

 Safety & health

 Employee Counseling
PROCESS OF JOB ANALYSIS
1. Organizing & Planning for the programme
2. Obtaining current job design information
3. Identify jobs to be analyzed
4. Collecting job data(how currently the jobs are
being performed)
5. Redesign the job if needed
6. Preparing job descriptions
7. Developing job specifications
Job Analysis: Contents
1.Job Identification: Title, code no.
2.Significant Job Characteristics :location, supervision,
hazards etc
3.What the typical worker does: specific operations
4.Which materials & equipment a worker uses
5.How a job is performed: cleaning, drilling, driving etc
5.Required personnel attributes: experience, physical
strength, mental capabilities etc
6.Job Relationship: opportunities for advancement,
leadership for a job etc
Importance of job analysis:
 Helps in Human Resource planning
 Provides realistic basis for recruitment, selection,
training, transfer , promotion
 Helps in deciding wage & salary structure for a particular
job
 Helps in determining content of training courses
 Helps in establishing clear-cut standards for performance
appraisal
 Helps in identifying hazardous conditions in a job to
minimize possibility of accidents
Methods/Techniques of Job Analysis

 Observation Method
 Sending out questionnaires

 Records maintained by HR department

 Interview method

 Critical Incidents (job holders are asked to describe

incidents concerning the job on the basis of their past


experience)
 Job Performance(Job Analysts actually performs the job

under study to obtain real experience of the job,


physical demands etc)
Quantitative Job Analysis Techniques:
 Position Analysis Questionnaire
- contains 194 job elements grouped into 6 sections

i) Information Input- Where & how do workers get information to do


their jobs? (35)

ii) Mental Processes- What reasoning, planning, organizing &


decision making is done?(15)

iii) Work Output – What physical activities, tools & machines are used?
(49)

iv) Relationships-What contact with other people, both within &


outside company is maintained & developed? (36)
Position Analysis Questionnaire

v)Job Context: What is the physical & social


environment or context in which the job is
performed? (19)

vi)Other job characteristics: Any other activities


or conditions not covered by other categories?
(40)
 Management Position Description Questionnaire
- contains 274 items in 15 sections- takes 2 hours
to complete
- specifically used to analyze managerial jobs
- contains factors which describe management
positions like
 Autonomy of actions

 Product, marketing & financial strategy planning

 Supervision

 Complexity & stress ,etc


Problems in Job Analysis
 Lack of support from top management

 Some organizations use only a Single Method

 Lack of training or motivation

 Distortion of activities by employees ( fear of losing


job etc)
Job description
 It’s a written record of duties, responsibilities &
requirements of a particular job.

 It describes what, how & why the job is to be done


Job description
 It’s a written record of duties, responsibilities &
requirements of a particular job.

 Uses of Job Description:

- helps in developing job specifications


- basic document used in developing performance
standards
- can be used while fixing wage & salary
Components/contents of job description:

 Proper Job Title


 Job Summary – a quick explanation of job
content in 1-2 sentences
 Job Location (department)
 Job Duties & responsibilities
 Machines, tools & materials
 Relation to other jobs
 Nature of Supervision
 Working Conditions
Job specification:
 It’s a written record of the requirements sought in
an individual worker for a given job.

 It tells the kind of person to recruit & for what


qualities that person should be tested

 Summary of personal characteristics required for a


job.
Job specification includes:
 Physical Characteristics:
- strength, age-range, height, weight, hand & foot co-
ordination, vision etc
 Psychological Characteristics:

- analytical ability, alertness, mental concentration etc


 Personal Characteristics:

- personal appearance, pleasing manners, emotional


stability, extrovert or introvert etc
 Responsibilities:

- supervision of others, responsible for others safety,


responsibility for preventing loss etc
 Demographic features:

age ,gender, education,experience,language ability etc

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