Professional Documents
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Definition
Job Analysis is the process of studying &
collecting information relating to the
operations & responsibilities of a specific job.
Edwin .B. Flippo.
Job Analysis refers to the process of studying
the operations,duties and organisational
aspects of jobs in order to derive
specifications or as they are called by
some,job descriptions.
Michael J.Jucius.
Data relating to job analysis
Job identification.
Nature of the job.
Operations involved in the job.
Materials & equipments required to do the job.
Personnel qualities required to perform the job.
Relation of the job with other jobs in the
organisation.
Objectives of Job Analysis
Work Simplification.
Establishment of standards of
performance.
Support to other personnel activities.
Uses of Job Analysis
Organisational design.
Manpower planning.
Recruitment and Selection.
Placement and Orientation.
Training and Development.
Job evaluation.
Performance Appraisal.
Job design & redesign.
Safety and Health.
Discipline.
Employee counseling.
Labour relations.
Job Analysis Process
Analysing organisational strategies.
Collection of Background Information.
Selection of representative positions to be
analysed.
Collection of Job Analysis data.
Preparation of Job Description.
Preparation of Job Specification.
Developing Employee Specifications.
Sources of Job Analysis
Information
Job performance.
Maintenance of Long Records.
Personal observation.
Critical Incident Technique (CIT).
Interview.
Questionnaire method.
Job Description
It is a written statement of what the job holder
does,how it is done,under what conditions and
why is it done.
It’s contents include-
Job Title.
Job Summary-location,supervision.
Job Activities.
Working Conditions.
Social Environment.
Salary levels
Promotional chances and channels.
Guidelines for a good J.D.
The JD should indicate the nature & scope of the
job,including all important relationships.
It should be brief,factual and precise.Avoid opinions.
The extent of supervision available should be clearly
stated.
The reporting relationships must be indicated.
More specific words should be chosen to show-
i. The kind of work
ii. The degree of complexity.
iii. The degree of skill required.
iv. The extent of worker’s responsibility for each phase of the work.
v. The degree and type of accountability.
(Earnest Dale)
Mode of writing J.D.
1) Get the questionnaire about the job filled in by the
immediate supervisor of the employee.
2) The job analyst must observe the actual work done
by the employee & complete the job description
form.
3) Every effort must be made to involve the employee
and the supervisor while finalising the JD.
4) Keep the JD up-to-date by keeping track of
changing conditions & incorporating the relevant
ones as & when needed.
Job Specification
It summarises the human characteristics needed for
satisfactory job completion.
It spells out the important attributes of a person in terms
of education, experience, skills, knowledge and
abilities(SKAs) to perform a particular job.
Each job description has to have a job specification,to
identify what kind of persons are required to take up
specific jobs.
This can be developed by-
Talking with the current job holders about the attributes required
to do the job satisfactorily.
Taking additional inputs of supervisors.
Checking the job needs of other organisations with similar jobs.
Personal attributes in a JS
Physical specifications.
Mental specifications.
Behavioural specifications.
Criticism of Job Analysis
It is restrictive in nature.