ASSIGNMENT

On

Job Analysis

By

Pragya Chakshoo (4067)

To

Dr.Santosh Kumari
Job Analysis
Job analysis can be defined as ‘obtaining detailed information about jobs’. Usually, job
Analysis consist the following steps:
 Job information is collected and documented.
 Check the job information for exactness
 Job descriptions are written on the basis of information obtained.
 The skills, abilities, and knowledge required on the job are determined using the
information.
 The information is updated periodically.

Why Job Analysis?

Figure 1

1. Recruitment and Selection: Job analysis helps an organization to determine the kind of
person required to perform a specific job. It enlists the educational qualifications, level of
experience and technical, physical, emotional and personal skills needed to execute a job
in required manner.
2. Performance Analysis: Job analysis is done to check if goals and objectives of a
particular job are met or not. It helps in deciding the performance standards, evaluation
criteria and individual’s output. 

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 3. Training and Development: Job Analysis can be used to assess the training and
development needs of employees. The difference between the expected and actual output
determines the level of training that need to be imparted to employees. 
4. Compensation Management: Job analysis also decides the pay and other benefits. The
pay package depends on the position, job title and duties and responsibilities involved in
a job. The process helps HR managers in deciding the worth of an employee for a
particular job.
5. Job Designing and Redesigning: The chief objective job analysis is to channelize the
human efforts and get the optimum output. It helps in designing, redesigning, enriching,
evaluating and also reducing and adding the extra responsibilities in a particular job. This
is done in order to enhance the employee satisfaction at the same time increasing the
human output.

Process of Job Analysis

1. Organizational Job Analysis: Job analysis begins with obtaining pertinent information
about a job. It is critical to know the makeup of a job, its relation to other jobs, and its
contribution to performance of the organization. Such information can be had by dividing
background information in various forms such as organization charts i.e., how the
particular job is related to other jobs; class specifications i.e., the general requirement of
the job family; job description i.e., starting point to build the revised job description, and
flow charts i.e., flow of activities involved in a particular job.
2. Selecting Representative Jobs for Analysis: Analyzing all jobs of an organization is
both costly and time consuming. Therefore, only a representative sample of jobs is
selected for the purpose of detailed analysis.
3. Collect data: The next step is to collect job-related data such as educational
qualification, duties, and responsibilities, working conditions, employee behavior, skills
and abilities. Data is collected by using methods such as observation, interviews and
questionnaire.
4. Review collected data: A job analysis report is prepared by using the gathered data. The
information is then verified with the worker performing the job and their supervisor.

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 5. Developing job description: The information collected is used to develop a written
statement known as job description. Job description is a document that describes the
responsibilities, working conditions, locations, risks and tasks required for effective job
performance.
6. Developing job specification: The final step in the process is to develop job
specification. Job specification and job descriptions are two tangible products of the job
analysis process. Job specification is a statement of personal traits, educational
qualification, experience, background and skills needed to perform a job.

Job Description

Job description includes basic job-related data that is useful to advertise a specific job and attract
a pool of talent. It includes information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipment’s to be used by a prospective worker and
hazards involved in it.

Uses of Job Description

 Job grading and classification

 Placement of new employees on a job
 Orientation of new employees towards basic duties and responsibilities
 Promotions and transfers
 Redressal of grievances relating to duties and responsibilities
 Health and fatigue studies
 Framing questions to be asked in the selection interview
 Work measurement and work improvement

Job Specification

Also known as employee specifications, a job specification is a written statement of educational

qualifications, specific qualities, level of experience, physical, emotional, technical and

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communication skills required to perform a job, responsibilities involved in a job and other
unusual sensory demands. It also includes general health, mental health, intelligence, aptitude,
memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and
ethics, manners and creativity, etc.

Uses of Job Specification

 Physical characteristics, which include health, strength, age range, body size, weight,
vision, poise etc.

 Psychological characteristics or special aptitudes: This includes such qualities as manual

dexterity, mechanical aptitude, ingenuity, judgment etc.

 Personal characteristics or fruits of temperament – such as personal appearance, good and

pleasing manners, emotional stability, aggressiveness or submissiveness.

 Responsibilities: - Which include supervision of others, responsibility for production,

process and equipment, responsibility for the safety of others and responsibility for
preventing monetary loss.

 Other features of a demographic nature: Which are age, sex, education, and experience
and language ability.

Job Description and Job Specification of a Bank Manager

JOB DESCRIPTION JOB SPECIFICATION

 Job Title  Qualifications
 Job Location  Experience
 Job Summary  Training
 Reporting To  Skills
 Working Conditions  Responsibilities
 Job Duties  Emotional Characteristics
 Hazards  Sensory Demands

Job Description

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  Organization Name: State Bank of India
 Job Title: Branch Manager
 Reports To: Assistant General Manager
 Supervises: All departments of the branch
 Functions: Manages & administers operations of the branch
 Duties & Responsibilities:
1. Plan & direct the branch operations and administer the working of the whole
branch office.
2. Supervise the HR of its own branch department.
3. Marketing for the bank
4. Achieving the deposit targets
5. Meeting Deadlines
6. Manage customer relations
7. Promote the states and service culture

Job Specification

 16 years of education Master’s degree or Equivalent

 Preferred field of study- MBA Marketing
 At least 5 years of experience in a banking or financial institution with marketing
experience
 Minimum age limit 25 years