Name -Shivam Sharma

Job Analysis Assignment

Roll No-28100

Job is “Grouping of Similar Position”

 Position - Collection of task, duties and responsivities
 Task -Gathering of motions and separate recognizable work action
 Duty – Collect employee related issues, managing activities
 Responsibilities - Responsibility to do perform work in a role who is provided to you

POSITION TASK

RESPONSI
DUTY
BILITIES

Job Analysis is a process of identifying and determining in detail the particular job duties and
requirements and the importance of these duties for a given job. It helps an organization determine
which employee is best for a specific job. In other words, job analysis is used to determine
placement of jobs

Work activities Work Attributes

Work Context

There Are Three Job Analysis Data

Purpose of Job Analysis

 Job Description - Job description is a broad, general, and written statement of a specific job,
based on the findings of a job analysis
 Job classification - Job classification is a system for objectively and accurately defining and
evaluating the duties, responsibilities, tasks, and authority level of a job
 job evaluation - A job evaluation is a systematic way of determining the value of a job in
relation to other jobs in an organization
 Job design - Job design is the process of deciding on the contents of a job in terms of its duties
and responsibilities, on the methods to be used in carrying out the job.

Job Analysis Involves Different Steps Which Are Described Below:

 Determination of uses of job analysis
 Strategic choices in job analysis
 Information collection
  Information processing, Job description and Job specification
 There are two main psychological components in jobs
 The employee considers the job as expressive, appreciated
 The employee feels responsible for the outcome of the work.

Benefits of Job Analysis

ORGANIZATIONAL
RECRUITMENT
STRUCTURE AND JOB EVALUATION
AND SELECTION
DESIGN

MAN POWER MAN POWER TRAINING AND

PLANNING PLANNING DEVELOPMENT

PERSONAL
INFORMATION

Methods of job analysis are as follows:

Observation

Work Sampling

Employee Diary

Interviewing

Critical incident method

Questionnaires

Job analysis involves Knowledge

collecting information
on characteristics skills and abilities
that differentiate jobs
Interactions with others (internal and
external)

Performance standards

Working conditions

Supervision provided and received

Knowledge
 basic Human Resources Management Tool
 Staffing
 Training and Development
 Performance Appraisal
 Employee and labour relation
 Legal Consideration
 Discipline

Steps of Job Analysis

Determining Review And

Determining Identify The Explain The Process The
Data Up Dare
The Purpose Job Process Information
Collection Frequency