Unit 2

Job - Consists of a group of

tasks that must be performed
for an organization to achieve
its goals
Position - Collection of tasks and
responsibilities performed by one
person; there is a position for every
individual in an organization
Introduction to Job analysis
Job Analysis:
•It is the process of obtaining information about the job.
•It is a formal and detailed examination of jobs
•It is a systematic investigation of the Tasks, Duties and Responsibilities
– Task is an identifiable work activity carried out for a specific purpose (eg.
Typing a letter)
– Duty is a larger work segment consisting of several tasks (eg. Pick, sort out
and deliver incoming mail)
– Responsibilities are obligation to perform certain task and duties
Cont..
Job Description (JD)
• It describes what the job is all about, throwing light on job content,
environment and conditions of employees.
•It is descriptive in nature and defines the purpose and scope of a job.
•The main purpose of writing a JD is to differentiate the job from other
jobs and state its outer limits.
•Contents of Job Description (JD)
– Job title
– Job summary
– Job activities
– Working conditions
– Social environment
 Cont..
Job Specification
•It summaries the human characteristics needed for satisfactory job
completion.
•Key qualifications someone needs to perform the job successfully.
•Important attributes of a person in terms of education, experience,
knowledge, skills and abilities (KSAs)
Job specification may be classified into 3 categories
•Essential Attributes: Knowledge, Skills and Abilities (KSAs)
•Desirable attributes: Qualification of a person ought to possess
•Contra-indicators: Attributes becoming handicap to successful job performance
http://www.americasjobexchange.com/job-descriptions
 Who conducts job analysis?

•Job incumbents themselves

•Supervisors

•External analysts
 Nature of Job Analysis
1. Human Resource Planning
2. Recruitment
3. Selection
4. Placement & Orientation
5. Training
6. Counseling
7. Employee Safety
8. Performance Appraisal
9. Job Design & redesign
10. Job Evaluation
Job Analysis Techniques
It is helpful to spend several minutes prior to collecting job analysis information explaining the process
that you will be following.

Seven general techniques are generally used to collect job analysis data;
❖ Job performance: The analyst actually performs the job and collects the needed information
❖ Personal observation: The analyst observes others doing the job and writes a summary
❖ Critical incidents: Job incumbents describe several incidents relating to work, based on past
experience; the analyst collects, analyses and classifies data.
❖ Interview: Job incumbents and supervisors are interviewed to get the most essential information
about a job
Cont…
❖ Panel of experts: Experienced people such as job incumbents and supervisors
with good knowledge of the job asked to provide the information.
❖ Diary method: Job incumbents asked to maintain diaries or logs of their daily job
activities and record the time spent and nature of work carried out.
❖ Questionnaire method: Job incumbents approached through a properly designed
questionnaire and asked to provide details.
❖ The Position Analysis Questionnaire: It is a standardised form used to collect
specific information about job tasks and worker traits.
❖ Management Position Description Questionnaire: It is a standardised form
designed to analyse managerial jobs
JOB DESIGN
• It involves conscious efforts to organise tasks, duties and responsibilities into a
unit of work to achieve certain objectives.

• Job design follows job analysis.

Job Design involves 3 steps

• The Specification of Individual tasks,

• The Specification of the methods of performing each task

• The combination of tasks into specific jobs to be assigned to individuals

 Job Design Techniques
• Job Simplification
• Under this method, the job is simplified by breaking it down into small sub-parts. Then, each
part of the job is assigned to a worker who does the same task over and over again. This
enables the worker to gain proficiency and fitness in doing the repetitive task.
• Job Rotation:
• One solution to boredom, as seen in job simplification, is job rotation’.
• Job rotation implies the moving of employees from job to job without any change in the job.
In case of job rotation, an employee performs different jobs, but of the same nature.
• Job Enlargement:
• Job enlargement involves adding more tasks to a job.
• This is a horizontal expansion in a job. By adding more tasks to job, job enlargement expands
job scope and gives variety of tasks to the job holder.
• Job Enrichment:
• Job enrichment is enhancing the job by adding more meaningful tasks and duties to make the
work more rewarding or satisfying.
 JOB EVALUATION
• Is the purpose of job evaluation is to find the relative worth of a job
and determine what a fair wage for such a job should be.

• Job evaluation, begins with job analysis and ends at that point where
the worth of a job is ascertained for achieving pay equity between
jobs.

• Job evaluation is different from performance appraisal too.

 Job Evaluation Methods
A. Ranking method: The job ranking method arranges jobs in numerical order on the basis of the
importance of the job's duties and responsibilities to the organization. This method, though easy to
understand, is highly subjective in nature.

B. Classification method: The job classification method slots jobs into pre-established grades. Jobs
with high grade demand more responsibilities, tougher working conditions and varied job duties.
This method is easy to understand and takes care of all relevant factors affecting the performance of a
job.

C. Factor comparison method: In this method, jobs are ranked according to a series of factors such as
mental effort, physical effort, skill needed, responsibility, supervisory responsibility, working
conditions, etc. pay will be assigned in this method by comparing the weights of the factors required
for each job.
 An example of factor comparison method

Suppose the job of a painter is found to be similar to electrician in skill (15), fitter in mental effort (10),
welder in physical effort (12), cleaner in responsibility (6) and labourer in working conditions (4) then the
wage for the job would be 47.
 Cont…
D. Point method: The point system of job evaluation uses a point scheme based on the compensable
job factors of skill, effort, responsibility and working conditions. The more compensable factors a
job possesses, the more points are assigned to it. Jobs with higher accumulated points are considered
more valuable to the organization.

❖ Select key jobs

❖ Identify the factors to all identified jobs such as skill, effort, responsibility etc.

❖ Divide each major factor into a number of sub factors. Each sub factor is defined and expressed
in order of importance.

❖ Find the maximum number of points assigned to each job

❖ Once the worth of a job in terms of total points is known, the points are converted into money
values, keeping the wage rates in mind.
A Comparative Picture of Major Job
Evaluation Methods