HUMAN RESOURCE

MANAGEMENT
CHAPTER 4

JOB ANALYSIS
Presented By
Harish Mudgal
231061
Honey Nitharwal
231067
Pooja Sharma 231097
Kanika Jain
231073
Rohit Mohan
231103
Kritika Bhatia
231079
Radhika Modi 231109
Mimansha Gupta 231091
Rajeev Sharma 231115

JOB ANALYSIS

Main purpose of the chapter :

How to analyse a job and write job description.

Index :

1.

Nature of job analysis what it is and how its used

2.

Methods of collecting job analysis information

3.

Write job description

4.

Write job specification

5.

Job analysis in worker- empowered world

WHAT IS JOB ANALYSIS ?

Also known as Work Analysis

A family of procedures to identify content of job
And job requirements needed
Job Description : list of job duties, responsibilities, working
conditions
Job Specification : List of jobs human requirements,
education skills, personality

Types of Information for Job

Analysis
Work Activities
Human Behaviours
Machines, tools, equipment and work aids
Performance Standards
Job Context
Human requirements

Use of Job Analysis

Recruitment and Selection
Compensation
Training
Performance Appraisal
Discovering Unassigned Duties
Legal Compliance

Steps in Job Analysis

1. How youll use the information ?
2. Review relevant background information, organization
charts and process charts
3. Select representative positions
4. Actually analyse the job
5. Verify information
6. Develop job description and job specifications
Job Analysis Guidelines
a)
Joint effort
b)
Collect information from different department

Methods For Collecting Job

Analysis Information

The Interview
Questionnaires
Observation
Participant Diary/Logs
Quantitative Techniques
Internet Based Job Analysis

INTERVIEW

Interviewing employees to collect information on jobs duties,

responsibilities and activities.
Unstructured Interview : Open questions like Tell me about
your job ?
Structured Interview : Specific questions list.

Challenges :

Interviewee must fully understand the reason for the interview

Employees should not view such interviews as efficiency

evaluations that may affect their pay.

As they may hesitate to describe their jobs accurately.

May exaggerate some responsibilities while minimizing others.

Interview Guidelines:
To get best information possible, following things should be kept in
mind:
Quickly establish rapport with interviewee.
Follow a structured checklist.
After completing the interview, review and verify the data.

Questionnaires
Employees fill out questionnaire to describe their duties &
responsibilities.
Pros:
Quick and efficient way to obtain information.
Less costly than interviewing employees.
Cons:
Developing the questionnaire and testing it can be time
consuming.
Employees may distort their answers.

Observation

It is useful when job consists of observable physical activities.

Eg. Assembly line, clerk accounting.
Not useful when job entails a lot of mental activity like lawyer,
design, engineer.

Participant Diary/Logs

Ask workers to keep a diary/log of what they do during the day.

Quantitative Job Analysis

It is used when we need to compare the jobs.

Position Analysis Questionnaire PAQ tool is used.
PAQ score is obtained by giving rating in these five
activities : Decision making, Skilled activities, Physical
activity, Operating equipments, Processing information.

Internet Based Job Analysis

Methods like questionnaire and interviews can be time

consuming and costly.
Collecting information from geographically different
location can be difficult.
Conducting job analysis via internet is a good solution.

WRITING JOB
DESCRIPTIO
NS

Common
Sections
A written statement Covered
of what the worker
actually does, how he
or she does it, and
what
the
jobs
working
conditions
are.

The
knowledge,
abilities and skills
required to perform
the job satisfactorily.

Job
Identification
Name of the Job
Recommended
Salary Grade
Relationships
Department/
Division
Location

Job SUMMARY
Essence of the Job
Major
Functions
and Activities
Flexible,
having
scope for additional
duties not explicitly
mentioned
Use
the
right
words, Nature of
the job should be
clear
No ambiguities

RESPONSIBILITI
ES & DUTIES

List and describe

all major duties

Limits
of
jobholders
authority

Sources:
Job
analysis,
standardized job
description
information,
external websites
etc.

the

STANDARDS OF PERFORMANCE
AND WORKING CONDITIONS

AUTHORITY OF INCUMBENTS

JOB SPECIFICATIONS

JOB SPECIFICATION

1.

Trained vs. Untrained Personnel

Identify human Requirements
Judgment Approach
a.
b.

Educated Guess
Common Sense

Industriousness Thoroughness Schedule Flexibilty

Attendance
Theft(reverse) Unruliness(reverse)
2.

Statistical Analysis
a.
b.
c.
d.
e.

Analyze
Select personal traits
Test candidates
Measure job performance
Statistically analyze the relation

JOB ANALYSIS IN A
WORKER-EMPOWERED WORLD
Job enlargement
Job rotation
Job enrichment
Reengineering
Competency-Based Job Analysis

Measurable, observable and behavioral competencies

Suitable for high performance work system
Support the companys aims