Job Analysis

Job Analysis: It involves analyzing the details about what the job entails and determines what kind of employees should be hired for the job through drafting of job description and job specifications. Job analysis thus creates information for writing what the job entails (Job description) and what human traits are expected to be hired (Job specifications). HR manager collects the following information through job analysis: WMSCHBR 1. 2. 3. 4. 5. 6. Work activities How (Process), Why, When workers perform the activities. Human behaviors which the job demands such as deciding, writing communicating. Machines, tools and work aids prerequisite applied knowledge (law, finance etc). Performance standards quality and quantity, which will be used for performance appraisal. Job context Physical and social context (duties and responsibilities). Human requirements skill (education, training etc) and personal attributes (attitude etc).

Job description: Duties and responsibilities, report supervisory responsibilities, reporting relationships and working conditions are specified. Job Specification: Education, skills and personal attributes (Human requirements / traits) are mentioned here.

Fig: Flow of JA

Job analysis information is used for: Recruitment and selection Performance appraisal Job Evaluation / Compensation Training Performance Appraisal Discover unassigned duties

Legal compliances

6 Steps in Job Analysis: 1. Data Collection: a. Position Analysis (through position analysis questionnaire PAQ) Does not provide qualitative information for JD but gives numerical ratings to compare jobs for compensation process.

b. Interviewing existing employees about their jobs. 2. Review Organization chart (shows interconnections between various job posts in the organization), Process chart (work flow with inputs and outputs of the job) and job descriptions.

3. 4. 5. 6.

Fig: Process chart. Select representative positions (sample estimators for whole similar job population). Analyze job for activities, employee behaviors, human traits and abilities et al. Verify JA with the immediate supervisor. Develop JD and JS.

Writing Job Descriptions: 1. Job Identification: Job title, Department , Division, Job Family, EEOC (Equal opportunity employment commission 2. Job Summary: Functions or activities

3. 4. 5. 6.

Relationships: reports to, supervises, works with Authority Standards of performance Working conditions physical environment

Job Analysis (Types): a. Traditional b. Competency Work force planning: Is a process of formulating plans to fill the employers future plans based on projecting job openings and to fill those using inside or outside candidates. Forecasting Personnel Needs: a. Trend analysis: Study of past employment to predict future needs. b. Ratio analysis: Analyzing and extrapolating dependent variables with an independent variables, Example: Independent variable sales, dependent variable sales persons; c. Scatter plot: Graphical identification of relationship between two variables.