MIDTERM EXAM

NAME: Gampala. Vipin Rahul

SECTION: 22E

SUBJECT: ORGANISATIONAL PSYCHOLOGY

QUESTION:DISCUSS BRIEFLY HOW JOB ANALYSIS CAN WORK TO ENHANCE THE EFFCIENCY OF WORKERS.

ANSWER:

JOB ANALYSIS:

Job analysis refers to a systematic process of collecting all information about a specific job, including skill
requirements, roles, responsibilities and processes in order to create a valid job description. Job analysis
also gives an overview of the physical, emotional & related human qualities required to execute the job
successfully.

PURPOSE OF JOB ANALYSIS:

Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding
compensation and benefits packages, performance appraisal, analyzing training and development
needs, assessing the worth of a job and increasing personnel as well as organizational productivity.

• Recruitment and Selection

• Performance Analysis
• Training and Development
• Compensation Management
• Job Designing and Redesigning

Uses or Objectives of Job Analysis:-

• Organizational structure and design: By clarifying job requirements and interrelationships

among jobs, responsibilities at all levels can be specified, promoting efficiency and minimizing
overlap or duplication.
• Human resource planning: Job analysis is the foundation of forecasting the needs for human
resources and plans for such activities as training, transfer, or promotion.
• Work simplification: Job analysis provides information related to the job, and this data can be
used to make the process or job simple.
• Setting up of standards: Standard means minimum acceptable qualities or results or
performance or rewards regarding a particular job.
 • Support for personnel activities: Job analysis supports various personnel activities like
recruitment, selection, placement, training and development, wage administration,
performance appraisal, etc.
• Job description: A job description is a job profile that describes the contents, environment, and
condition of jobs.
• Job specification: The job specification statement identifies the knowledge, skills, abilities
needed to perform that task effectively.

Helps in Analyzing Training & Development Needs:

The process of job analysis gives answer to following questions:

1. Who to impart training

2. Who to impart training
3. What should be the content of training
4. What should be the type of training: behavioral or technical
5. Who will conduct training