PRESENTATION ON

JOB ANALYSIS

BY :
LALEET GROVER
JOB ANALYSIS

 Job analysis is the process of obtaining

information about jobs by determining the
duties , task or activities.
 The process by which data, with regard to
each job is systematically observed and noted.

 It provides information about the nature of job

and the characteristics or qualifications that
are desirable in the jobholder.
CONSIDERATION IN JOB
ANALYSIS
 Job analysis-
 is not a one time activity.
 is the analysis of the job, not of the person.
 gives us only the minimum requirements.
 JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITING PERFORMANCE WAGE & SALARY TRAINING

& APPRAISAL DECISIONS REQUIREMENTS
SELECTION (COMPENSATION)
DECISIONS
USAGE OF JOB ANALSIS

 HUMAN RESOURCE PLANING

 RECRUITMENT
 SELECTION
 PLACEMENT AND ORENTIENTATION
 TRAINING
 JOB DESIGN AND REDESIGN
 JOB EVALUATION
 Job
description
Sources of data
job data
1.Performance
2.Standard Human
3.Responsibilites
4.Knowledge req. resources
Method of 5.Skills req. function
collecting data 6.Experience
7.Job context
8.Duties
Job
specification
STAGES IN JOB ANALYSIS
METHODS OF COLLECTING JOB ANALYSIS DATA

 Job observation
 Personal observation
 Critical incidents
 Interviews
 Diary methods
 Questionnaire method
JOB ANALYSIS METHOD

 Observation  Interviewing
Work Sampling Standardized Interviews
Employee Diary/Log Panel Interviews

 Job
Analysis
Methods

 Questionnaires  Computerized
PAQ, MPDQ Systems
 Interviews
 Most commonly used method
 very adaptable
 Usually conducted with
 job incumbents
 technical experts
 supervisors
 Questions like:
 what are your most typical duties?
 How long do they take?
 How do you do them?
 People may misrepresent/exaggerate job
 Questionnaire

 Lists of what a job entails; is a kind of checklist.

 is a quick and efficient way of obtaining
information.
 very commonly used.
 Has to be structured.
 Position Analysis Questionnaire

Rate the extent to which each is used by the worker as a

source of information in performing the job:
Extent of Use: N - Does not apply
1 - Very infrequent
2- Occasional
3 - Moderate
4 - Considerable
5 - Very substantial

1.___ Written materials (books, reports, articles).

2.___ Quantitative materials (graphs, tables of numbers)
3.___ Measuring devices (calipers, tire pressure gauges,
thermometers)
4.___ Features of nature (landscapes, geological samples,
cloud formations)
Observation
 Unobtrusive method
 camera; video; audio
 Excellent for understanding and appreciating
conditions under which job is performed
 Allows analyst to experience aspects of job
that worker may not be aware of
 Not as good for understanding why behaviors
do/do not occur
Logbook / Worker Diaries

 Worker makes systematic entries in book

outlining activities
 May be useful for jobs that are difficult to
observe
 But, not commonly used
 too much variance in writing skills
 can exaggerate tasks performed
HUMAN RESOURCE FUNCTIONS

 Recruitment
 Selection
 Training and development
 Performance appraisal
 Compensation management
Job specification

 It answers the question:

“What human traits and experience are required
to do this job well?”
 It consists of
 Knowledge, skills, and abilities
 Education and experience
 Physical requirements
JOB DESCRIPTION

 It is a written statement of what the job

holders does, how it is done and why it is
done
 JOB TITLE
 JOB SUMMARY
 JOB ACTIVITY
 WORKING CONDITION
 SOCIAL ENVIORMENT
THANK YOU