King Abdelaziz University

Faculty of Economics and Administration

Human Resources Management 340

Job Analysis

Maryam Mohammed Al-Mutairi

1806283

Section: FAR
 JOB ANALYSIS 1

Table of contents
Executive Summary…………………………………………………………………2-1

Introduction………………………………………………………………………….3-2

Job Analysis Definition and Importance ……………………………………………4-3

definition…………………………………………………………………..……4 3.1

3.2Importance…………………………………….………………………..……….4

Job Analysis Objectives and Uses………………………………………………….5 -4

Objectives……………………………………………………………...……….5 4.1

Uses…………………………………………………………………...…….5&6 4.2

Collecting information and Process in Job Analysis…………………..……………7-5

What to Collect during Job Analysis ?...........................................................7&8 5.1

process………………………...…………………………………………….8&9 5.2

Job Analysis Methods……………………………………………………………...10-6

Basic Method………………………………………………………….....10&11 6.1

Other Methods Available……………………………..……………………….12 6.2

Job analysis components ……………………………….…………………………13 -7

Job Description ………………………....…………….………………………13 7.1

Job Description involve .............................................................................13&14 7.2

Job Specification ...............................................................................................14 7.3

Job speciation involve.......................................................................................15 7.4

Job Analysis Advantages and Disadvantages..........................................................16 -8

Advantages........................................................................................................16 8.1

Disadvantages.............................................................................................17&18 8.2

Conclusion ..............................................................................................................19 -9

References .............................................................................................................20 -10

 JOB ANALYSIS 2

Executive Summary -1

Job analysis is a systematic investigation of tasks, duties and responsibilities of a job.

Job analysis starts with collection of relevant information and ends with development
of job description and job specification job analysis aim to work simplification ,
establishment of standards of performance , support to other personnel activities. The
specific uses of job analysis are: Recruitment and selection, training and development,
compensation and Employee and Labor Relations ,performance appraisal, Safety and
Health , Employee and Labor Relations, Legal Considerations and Job Evaluation.
Components of job analysis includes job description, job specification. Job description
is a written document consists of job title, summary, duties and location . job
specification is a statement in which we explain the qualities required by people
applying for the job consists of qualification need it for the job, Skills and Knowledge
to perform the job , Experience and personality . Job analysis have methods can be
conducting categorized into four basic types: Observation Methods: Under this
method a person the analysis simply observes employees in the performance of their
duties. Interview: In this method, the Analyst interviews the employee, his supervisor
and other concerned persons and record answers to relevant question .Questionnaire:
In this method structured questionnaires on different aspects of a job are developed
and sent to jobholders and Employee Recording : in this method the employees record
their day to day activities in their work performance then analyst collects this
information. Also, job analysis can have many advantages such as , provide job-
related information about the job to perform the duties, helpful for constructing the
proper Job-Employee combination, Effectual in hiring methods and assist in analyzing
the instruction and progress requirement . Also, job analysis could suffer from some
limitations like , need hard work and dedication, its time consuming , personal liking
.and biases ,has a small source of information supply
 JOB ANALYSIS 3

Introduction -2

The term 'job analysis' refers to the process of determining the essential characteristics
that are necessary for the effective performance of the job. Job analysis helps to
provide a summary of the duties and responsibilities of a job, its relationship to other
jobs, the knowledge and skills required and the working conditions under which it is
carried out. Facts of the job are collected, analyzed and recorded as the job exists, not
as the job should be. Job analysis considered as starting point for other HR activities.
It is essential to make everyone understand their job and expectations from the job.
organizations require job analysis is to ensure proper selection measures for choosing
.the suitable applicants

In most situations, properly a good job analysis conveys information to take a number
of important decisions relating to human resources management . job descriptions and
job specifications and are considered as job analysis component. however, job
analysis leads to preparation of job description and job specification. Both of them
underlie the roles, responsibilities, and qualifications needed in the job. At the same
time, has a significant influence on the employees and organization. In this essay you
will learn the definition , significance, process, methods, components ,advantages and
.disadvantages of job analysis
 JOB ANALYSIS 4

Job Analysis Definition and Importance-3

3.1 Definition

Job analysis is the systematic process of determining the skills, duties, and knowledge
required for performing jobs in an organization. With job analysis tasks are
established that are required to execute the work. It is historically an important and
omnipresent HR strategy, and the starting point for certain HR activities. The need for
a strong task management program is important in today's fast-changing work
environment. New jobs are being developed, and the redesign or removal of old jobs.
A job analysis that was conducted only a few years ago may now be obsolete and
must be redone. Some have even suggested that changes are occurring too fast to
maintain an effective job analysis system

3.2 Importance

Job analysis is a critical method for making a variety of decisions on human resources.
It is used to plan and conduct a number of activities and programs relevant to human
resources management. Job analysis aids in analysing the resources and establishing
the strategies to accomplish the business goals and strategic objectives. Effectively
developed, employee job descriptions are communication tools that are significant in
an organization's success .The main purpose of conducting job analysis is to prepare
job description and job specification which would help to hire skilled workforce.
Therefore, job analysis enables recruiter/employer to have a deep insight of a job, with
that, recruiter can easily track candidates who have required qualifications and
qualities to perform a job. Job Analysis can be used to identify areas where an
employee needs training, since job analysis make it clear to understand about core
duties and responsibilities of a job. Besides, it provides information to develop
suitable training material for a job to be performed by an employee after completion
of his training
 JOB ANALYSIS 5

Job Analysis Objectives and Uses -4

:Objectives 4.1

Work Simplification: A job may be analysed to simplify the process and methods -1
involved in it. This will mean redesigning the job. Work simplification helps to
.improve productivity of personnel

Establishment of Standards of Performance: In order to hire the personnel on -2

the scientific basis, it is very necessary to determine in advance a standard of
performance with which applicants can be compared. This standard should establish
the minimum acceptable qualities necessary for the effective performance of the job
duties and responsibilities. These standards would be established with the help of job
.analysis only

Support to Other Personnel Activities: Job analysis provides support to other  -3
personnel activities such as recruitment, selection, training, development, performance
.appraisal, job evaluation etc

:Uses 4.2

1-Staffing: Both staffing areas would be haphazard if the company didn't know the
skills needed to handle the various positions. In HR planning a major use of job
analysis data is made. It's just inadequate to realize that the company would need l000
new workers to manufacture products or services to meet demand for sales. Every
work needs different expertise, different skills.

2-Training and Development: Job description information often proves beneficial in

identifying training and development needs. If it suggests that the job requires a
particular knowledge, skill, or ability, and the person filling the position does not
possess all the qualifications required, training or development are probably in order.
Training should be directed at assisting workers in performing duties specified in their
present job descriptions or at developing skills for broader responsibilities

3- Performance Appraisal: Every organisation has goals and objectives to achieve

and certain performance standards to be maintained by its employees. Employees
should be evaluated in terms of how well they accomplish the duties specified in their
job descriptions and any other specific goals that may have been established. A
 JOB ANALYSIS 6

manager who evaluates an employee on factors not clearly predetermined is left open
to allegations of discrimination.

4- Compensation: In the field of compensation, during the recruiting & hiring process
the managers will realize the importance of the work in terms of the dollar value. The
importance of every work is directly linked to the tasks and obligations in relation to
that role .

5- Safety and Health: The job analysis process uncovers the hazardous and unhealthy
environmental factors such as heat, noise, fumes, dust etc. The management can take
corrective measures to minimise the chances of various risks to ensure safety of
workers and to avoid unhealthy conditions.

6- Employee and Labor Relations: is very important When employees

are considered for promotion, transfer, or demotion, the job description provides a
standard for evaluation and comparison of talent. Information obtained through job
analysis can often lead to more objective human resource decisions.

7- Legal Considerations: The legal aspects of the jobs & policies are better covered
by conducting proper analysis

Job Designing: Job analysis helps the industrial engineers in designing the job by -8
making comprehensive study of the job elements. It also helps in time and motion
study, work specifications, methods and work place improvement and work
measurement. Human engineering activities such as physical, mental and
.psychological are also studied with the help of job analysis information

Job Evaluation: Job analysis provides valuable information, which is required to -9

identify the training needs, to design training programmes and to evaluate training
effectiveness. Job analysis helps in deciding what is to be learnt and how it is to be
learnt. Employee development programmes such as job rotation, job enlargement and
job enrichment are also based on the analysis of job requirement
 JOB ANALYSIS 7

Collecting information and Process in Job Analysis -5

? What to Collect during Job Analysis 5.1

Gathering job-related information involves lots of efforts and time. The process may
become cumbersome if the main objective of it is not known. Any information can be
gathered and recorded but may be hazardous for health and finances of an
.organization if it is not known what is required and why

Before starting to conduct a job analysis process, it is very necessary to decide what
type of content or information is to be collected and why. The purpose of this process
may range from uncovering hidden dangers to the organization or creating a right job-
person fit, establishing effective hiring practices, analyzing training needs, evaluating
a job, analyzing the performance of an employee, setting organizational standards and
.so on. Each one of these objectives requires different type of information or content

Job Content: It contains information about various job activities included in a -1

specific job. It is a detailed account of actions which an employee needs to perform
:during his tenure. The following information needs to be collected by a job analyst

 Duties of an employee

 What actually an employee does

 Machines, tools and equipment to be used while performing a specific job

 Additional tasks involved in a job

 Desired output level (What is expected of an employee?)

 Type of training required

job Context: Job context refers to the situation or condition under which an -2

:employee performs a particular job. The information collection will include

 Working Conditions and Hazards

 Risks involved and Physical and mental demands

 Whom to report and Who all will report to him or her

 JOB ANALYSIS 8

Job Requirements: These include basic but specific requirements which make a -3

:candidate eligible for a particular job. The collected data includes

 Knowledge or basic information required to perform a job successfully

 Specific skills such as communication skills, IT skills, operational skills, motor

skills, processing skills and so on

 Personal ability including aptitude, reasoning, manipulative abilities, handling

sudden and unexpected situations, problem-solving ability, mathematical abilities
and so on

 Educational Qualifications including degree, diploma, certification or license

 Personal Characteristics such as ability to adapt to different environment,

endurance, willingness, work ethic, eagerness to learn and understand things,
behaviour towards colleagues, subordinates and seniors, sense of belongingness to
the organization, etc

:process 5.2

1-Identification of Job Analysis Purpose: Well any process is futile until its purpose
is not identified and defined. Therefore, the first step in the process is to determine its
need and desired output. Spending human efforts, energy as well as money is useless
until HR managers don’t know why data is to be collected and what is to be done

2- Who Will Conduct Job Analysis: The second most important step in the process
of job analysis is to decide who will conduct it. Some companies prefer getting it done
by their own HR department while some hire job analysis consultants. Job analysis
consultants may prove to be extremely helpful as they offer unbiased advice,
guidelines and methods. They don’t have any personal likes and dislikes when it
comes to analyse a job.

3- How to Conduct the Process: Deciding the way in which job analysis process
needs to be conducted is surely the next step. A planned approach about how to carry
the whole process is required in order to investigate a specific job.
 JOB ANALYSIS 9

4- Strategic Decision Making:

Now is the time to make strategic decision. It’s about deciding the extent of employee
involvement in the process, the level of details to be collected and recorded, sources
from where data is to be collected, data collection methods, the processing of
information and segregation of collected data.

5- Training of Job Analyst:

Next is to train the job analyst about how to conduct the process and use the selected
methods for collection and recoding of job data.

6- Preparation of Job Analysis Process:

Communicating it within the organization is the next step. HR managers need to

communicate the whole thing properly so that employees offer their full support to the
job analyst. The stage also involves preparation of documents, questionnaires,
interviews and feedback forms.

:Data Collection -7

Next is to collect job-related data including educational qualifications of employees,

skills and abilities required to perform the job, working conditions, job activities,
reporting hierarchy, required human traits, job activities, duties and responsibilities
.involved and employee behaviour

8- Documentation, Verification and Review:

Proper documentation is done to verify the authenticity of collected data and then
review it. This is the final information that is used to describe a specific job.

:Developing Job Description and Job Specification -9

Now is the time to segregate the collected data in to useful information. Job
Description describes the roles, activities, duties and responsibilities of the job while
job specification is a statement of educational qualification, experience, personal traits
and skills required to perform the job
 JOB ANALYSIS 10

Job Analysis Methods-6

Basic Method 6.1

Job analysis has traditionally been conducted in a number of different ways because
organizational needs and resources for conducting job analysis differ. Selection of a
specific method should be based on the purposes for which the information is to be
used (job evaluation, pay increases development, and so on) and the approach that is
most feasible for a particular organization. The historically most common methods of
job analysis are discussed in the following sections

Selecting an appropriate job analysis method depends on the structure of the

organization, hierarchical levels, nature of job and responsibilities and duties involved
in it. So, before executing any method, all advantages and disadvantages should be
analysed because the data collected through this process serves a great deal and helps
organizations cope with current market trends, organizational changes, high attrition
rate and many other day-to-day problems

:Questionnaire -1

In this method a detailed questionnaire is prepared by the Job analyst and distributed
among the workers. The workers answer the questions to the best of their knowledge
and belief. Employees’ cooperation can more easily be achieved by explaining the
entire programme fully in detail to the representatives of employees. Assistance of
supervisors can also be sought. This technique is time consuming and generally does
not yield satisfactory results because many employees do not complete the
questionnaire or furnish incorrect information because of their own limitations. The
use of questionnaire is recommended only in case of those technical jobs where the
job contents are not completely known to the supervisor or the operation is too
.complex to observe

:Observation -2

A job analyst observes an individual and tracks any of his / her roles, obligations and 
duties, strategies, forms and abilities he / she utilizes to fulfill different duties and his / 
 .her intellectual or emotional capacity to manage the difficulties and threats
 JOB ANALYSIS 11

Nonetheless, analyzing a single job appears to be one of the simplest approaches, but t
he fact is that it is the most complicated. That is because each person has his own way
of analyzing stuff. Various individuals think differently, and therefore perceive the
results. The method can also include particular preferences or interests which dislikes
and does not produce true outcomes. This mistake may be prevented by adequate
work analyst preparation or by whoever would perform the job analysis process. This
particular method includes three techniques: direct observation, work Methods
Analysis and Critical Incident Technique. The first method includes direct observation
and recording of behaviour of an employee in different situations. The second
involves the study of time and motion and is specially used for assembly-line or
factory workers. The third one is about identifying the work behaviours that result in
performance

:Interview -3

job analyst uses interview as a prime method of data collection. He contacts the
workers and the supervisor concerned and asks questions regarding the various jobs
performed by them for collecting the information. The supervisor may be taken into
confidence in collecting the information about the work which the worker is not
willing to supply due to certain limitations. Interview may be used as a technique for
comparing the data, collected by the analyst through observation or questionnaire.
This technique can do much to dispel any doubts and suspicions which might be held.
It may also be useful to crosscheck the information obtained with the incumbents of
identical or similar jobs. But it may be kept in view that when information is gathered
.by interviewing; it is the study of positions and not of persons holding the positions

:Employee Recording -4

Personnel department maintains the record of the facts regarding job and the job
holders. The analyst collects the information from the record maintained by the
personnel department. This method is also not free from defects. Certain information
such as supervisor worker relationship, tools and accessories used, and work
conditions are not made available from records and hence complete information about
.work and worker cannot be obtained by this technique
 JOB ANALYSIS 12

Other Methods Available 6.2

: Functional job analysis (FJA)-1

is a comprehensive job analysis approach that concentrates on the interactions among

the work, the worker, and the organization. This approach is a modification of the job
analysis schedule. It assesses specific job outputs and identifies job tasks in terms of
task statements

Management Position Description Questionnaire -2

The management position description questionnaire (MPDQ) is a method of job

analysis designed for management positions; it uses a checklist to analyze jobs. The
has been used to determine the training needs of individuals who are slated to move
into managerial positions. It has also been used to Evaluate and set compensation rates
.for managerial jobs and to assign the jobs to job families

:Guidelines-Oriented Job Analysis -3

The Guidelines- Oriented Job Analysis  refers to the employment legislation
 .and requires a step-by-step process to identify the role of a specific job classification

This is also used to build selection methods, such as application forms, as  well as to
.record compliance with various legislative requirements

:The position analysis questionnaire (PAQ) -4

Is a formal job analysis questionnaire using a checklist approach for the identification
of work elements? Instead of tasks, it focuses on general staff behaviours Around 194
job descriptors concern work-oriented elements. PAQ's advocates believe that their
ability to identify job elements, job- behaviours and other job features makes this
procedure applicable to the analysis
 JOB ANALYSIS 13

Job analysis components -7

: Job Description 7.1

It is a written statement that provide job applicants with an outline of the main duties
and responsibilities of the job for which they are applying. Job description indicates
the tasks and responsibilities, job title, duties, machines, tools and equipment, working
conditions and occupational hazards that form part of the job. The description is
usually drawn up by the individual in the organisation responsible for overseeing the
selection process for the role, often with the help of the company’s HR department
and/or an external recruiter

: Job Description involve 7.2

:Job Title

It explains the title of the job. It means, what the particular job is all about is identified
under this content. Make your job titles specifically. Targeted job titles are more
effective than generic ones, so be precise by including key phrases that accurately
describe the role

:Job Summary

Job summary tells about a brief history of the job. It is a short paragraph which
explains the tasks and activities to be performed by an incumbent. It is a statement
which explains what the job entails. Your summary should provide an overview of
your company and expectations for the position

:Duties Performed

Duties refer to the task performed by an employee. It is necessary to mention the task
of the employee because it helps him to estimate the percentage of time that is devoted
to the performance. Make sure your list of responsibilities is detailed but concise.
Also, emphasize the duties that may be unique to your organization

:Job Location

It refers to the name of the department where the job under consideration exists in the
organization
 JOB ANALYSIS 14

Advantages of Job Description

There are many advantages of having a comprehensive job description given by a

:company such as

Helpful for organization to understanding the type of candidate they should search for
based on title, position and location

Employees well have enough information about their job roles & duties

Job description helps in understanding the workplace environment, benefits etc for a
prospective employee

Helps in better recruitment & selection

Job description clearly focus on the requirements, objectives & goals that it wants an
employee to perform

Disadvantages of Job Description

Job descriptions are time bound and can change with organization structure, industry
policies, company requirements etc

It can only highlight the macro criteria of a job but cannot fully explain the obstacles,
emotional requirements etc related to the job

Incomplete job description lacking quality information can misguide both the HR
manager as well as the employee

Job Specification 7.3

job specification is a statement that defines characteristics, knowledge, abilities,

qualifications, and skills that are required to deliver the satisfactory performance of
specified tasks and duties comprising a job in an organization . In simpler terms, job
specification is called employee specifications. It is derived from job analysis. Job
specification together with the job description helps the organization to overview the
title, roles, education, responsibilities, skills etc that are required from the employee
 JOB ANALYSIS 15

:Job speciation involve 7.4

:Educational Qualification

defines the specific requirement regarding academic knowledge of a person. It  

includes his school education, graduate, post-graduation and other such qualifications
.of which he holds degree or mark sheet

: Skills and Knowledge

This is an important parameter in job specification especially with knowledge and 

skill-based profiles. The higher the position in a company, the more niche the
skills become, and more is the knowledge required to perform the job. Skills
like leadership, communication management, time management, team
.management etc are mentioned

:Experience

is the information of all the past and present employment or association of the  
candidate, including the name of the company, post, duration, salary package, job
. profile

:Personality traits and characteristics

How the person will behave in a particular situation, if he or she can handle complex
problems, generic behaviour etc are all contain in the characteristics of a job
description. It also covers the emotional intelligence of a person i.e. how strong or
weak a person is emotionally

Advantages of Job Specification

Job specification involve all the specific details required to perform the job at its best

It gives the HR managers a threshold and a framework on the basis on which they can
identify the best prospects

Helps in screening of resumes and saves time when there are multiple applications by
choosing those who are closest to the job specification

HR managers can used job specification as a benchmark to evaluate employees and

give them required trainings
 JOB ANALYSIS 16

Job Analysis Advantages and Disadvantages -8

:Advantages 8.1

: Direct job-related information-1

Job analysis provides direct and detailed information about the job and the right way
to perform the duties. The insightful information imparted is useful for the supervisors
and managers as learning this they can decide the duties and requirements of the job
properly and according to that select the workers. The risks and difficulties associated
with the work are also understood and the expertise and knowledge required is also
known through job analysis. Hence the process of selection becomes much easier after
.job analysis

:Useful for constructing the proper Job-Employee combination-2

This is a vital activity in any organization as only with the suitable workers can an
organization become successful. So, the worker suitable and custom-made for the job
should be hired after examination of their skills, knowledge and other requirements by
the manager or supervisor. Job Analysis helps the organizations to select suitable
candidates as the workers, who can perform according to the job necessities
.efficiently

:Useful for Effectual hiring methods-3

The decisions of which candidate to select and whom to reject is confusing; job
evaluation makes this easy as the requirements of each job is detailed properly and
only the candidates who fulfil this criterion will be selected.

4-Assist in analyzing the instruction and progress requirements:

The practice of job analysis answers numerous difficulties and queries; the person
giving the instructions and training, the time of training and instructing, the matter of
instruction and training, how should the training be given and is it behavioural or
technical, and the process of conducting the training. All this information and
decisions are taken by job analysis.
 JOB ANALYSIS 17

:Disadvantages 8.2

:Tiresome and lengthy-1

The drawback which discourages most people from doing a job analysis is the lengthy
procedure and unnecessary time-consumption and time-wastage during the interviews
or observations. The prolonged time required for completing a job analysis is a major
drawback and becomes more of a hindrance as the employee can change the job
.before the manager or supervisor has completed the job analysis

:Involves personal liking and biases -2

Though job analysis is a very efficient method of understanding the job requirements
when done properly; but most often the analysis is distorted by personal likes and
dislikes. If the manager likes one worker more than the other his personal opinions
will influence the job analysis and it will not be a genuine analysis. The biases and
prejudices will always be present in job analysis since it is done by human beings and
they are never free from biases and prejudices completely. This favouritism and
.partiality cause difficulties in collecting genuine and real information

:Both the basis of information and supply is small -3

The size and source of the data is mostly insignificant and small as the sample size is
small. This makes the source of data small and only the information collected from a
few workers who may even be influenced by their own personal opinions is recorded
and analyzed. Then this information of job analysis is portrayed as significant and
consistent. But in reality, this is not the case as a sample of a few workers is not enough to
.decide the norm and become a standard

:Need immense amounts of hard work and dedication -4

The methods for job analysis require immense dedication and hard work for the
proper completion of the analysis. It becomes all the more difficult and complex since
all the different jobs has different demands and requirements in no single outline. So
the same method of job analysis and the same questions and evaluation systems will
not suffice for the different jobs; tailor-made questions are required for the different
 JOB ANALYSIS 18

jobs for their proper job analysis. The analysis and recording of information for
.different jobs should be done separately to get the correct results

:The reviewer or the job analyst may not be suitable -5

Often it occurs that the analyst himself is not worthy of doing the analysis work; with
an unworthy analyst, a proper job analysis is impossible to do. He may be unaware of
the goals and aims of the job on which the job evaluation is being done. If this is the
case then the job analysis is nonsense and misuse of time, effort and money. It will
never be any good for the organization or the workers. So, when the analyst is not
properly trained, he should never be given the duty of doing job analysis; he should be
rigorously trained with real and authentic information to get the sense of the real
.world

:No one can analyze mental potential through Job Analysis methods -6

The last drawback seen in job analysis is that the mental aptitudes like intelligence,
sentiments, knowledge and wisdom, propensity, patience and stamina are never to be
seen as these are intangible characteristics of each individual. During the questioning
in job analysis, the complete mental analysis can never be done as people respond
differently in diverse circumstances. Hence one can never standardize the mental
ability requirements in any given job. Job analysis gathers information on the duties
and responsibilities of the job; it specifies the basic requirements and qualifications for
the job. The work environment is also evaluated, and assessment is done about
whether the work surroundings are worker-friendly or difficult to work in. Supervision
and analysis is done on the work relationship shared by the workers and the
relationship with customers. In job analysis, evaluation of workers is done on the basis
of knowledge, expertise, and aptitudes of the workers. Through this analysis, only the
.minimum requirements are taken into consideration
 JOB ANALYSIS 19

Conclusion -9

In conclusion, Job Analysis as we discussed earlier play significant role in human

resource management. It has a great impact on human resource function like,
.recruitment, selection, training, development and performance appraisal

It can better for human resources department to understand how to conducting job
analysis with the right process such as , identifies the purpose of job , decide who and
how doing the analysis, make strategic decision, training the analyst , collection data
and developing job description and job specification and the other process we have
.discussed in the essay

And they have to be very much careful of what is the information to be Collect during
Job Analysis. Therefore, Analyst should know what is the issues or disadvantages that
could he face it in conducting job analysis and how to deal with it. Overall, to Getting
the correct number of employees, qualifications and responsibilities organization must
implement job analysis in the right way
 JOB ANALYSIS 20

References -10

Essays, UK. (November 2018). Job Analysis Is A Important Function Of HR

Commerce Essay. Retrieved from https://www.ukessays.com/essays/commerce/job-
analysis-is-a-important-function-of-hr-commerce-essay.php?vref=1

Reddy, C.(2016) .Job Analysis: Objectives, Methods, Advantages & Disadvantages

.Retrieved from https://content.wisestep.com/job-analysis-objectives-methods-
/advantages-disadvantages