JOB

JOB ANALYSIS
ANALYSIS
AND
AND
SPECIFICATION
SPECIFICATION
Group
Group III
III
TABLE OF CONTENT

A. THE NATURE OF JOB ANALYSIS AND RATIONALE

OF JOB ANALYSIS

B. IMPORTANCE OF JOB ANALYSIS & DEFINITION OF

JOB TERMS

C. SPECIFIC INFORMATION PROVIDED BY JOB

ANALYSIS AND ITS USES.

D.METHODS USED IN JOB ANALYSIS

THE NATURE OF JOB ANALYSIS AND

RATIONALE OF JOB ANALYSIS

THE NATURE OF JOB ANALYSIS

1. Job analysis is a process of

gathering relevant information
about various aspects of a job
and is concerned with the
identification of tasks required
to be performed as part of it.
2. It approaches the task of defining
the role, context, conditions, human
behavior, performance standards and
responsibilities of a job systematically

3. It helps in establishing the job's

worth to an organization. In other
words, it measures the value and
contribution of a job to the growth of
the organization.
4. It facilitates the process of understanding
the impact of environment changes on
individual jobs.
RATIONALE OF JOB ANALYSIS

Job analysis helps in analyzing 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. Conducting a job analysis of a
company is to create job descriptions and job specifications which would
help to hire a skilled workforce and maintain the hiring process to be as
efficient as possible.
IMPORTANCE OF
JOB ANALYSIS &
DEFINITION OF
JOB TERMS
IMPORTANCE OF JOB ANALYSIS

MANPOWER PLANNING
RECRUITMENT, SELECTION, AND PLACEMENT
TRAINING AND DEVELOPMENT PROGRAMMES
ASSURING HEALTH AND SAFETY
 DEFINITION OF JOB TERMS
JOB ANALYSIS
– The procedure used for determining/collecting information
relating to the operations and responsibility of a specific job.

JOB DESCRIPTION
–organized, factual statements of the duties and
responsibilities of a specific job.
 JOB SPECIFICATION
– A written explanation of the minimum acceptable human
qualities necessary for the effective performance of a given
job.

JOB CLASSIFICATION
––a grouping of jobs on some specified basis such as kind of
work or pay.

TASKS
-Coordinated and aggregated series of work elements used
to produce an output.
 JOB EVALUATION
–a systematic and orderly process of determining a job’s
worth in relation to other jobs.
SPECIFIC
INFORMATION
PROVIDED BY
JOB ANALYSIS
AND ITS USES
1. RECRUITING AND SELECTION

Creating the right fit

between a job and a
candidate.
2.TRAINING AND
DEVELOPMENT
To assess the training and
development needs of
employees.
3. COMPENSATION MANAGEMENT
Deciding the pay packages and extra perks and
benefits and fixed and variable incentives of
employees.

4. PERFORMANCE ANALYSIS
To check if goals and objectives of a particular
job are met or not
METHODS USED IN
JOB ANALYSIS


Interview Questionnaire
Method Method
Job Analysis
Methods

Observation
Method
1.OBSERVATION METHOD

A job analyst observes an employee

and records all his performed and
non-performed task, fulfilled and
un-fulfilled responsibilities and
duties, methods, ways and skills
used by him or her to perform
various duties and his or her mental
or emotional ability to handle
challenges and risks.
2. Interview Method
In this method, an employee is interviewed so that he or
she comes up with their own working styles, problems
faced by them, use of particular skills and techniques
while performing their job and insecurities and fears
about their careers.
3. QUESTIONNAIRE METHOD
Another commonly used job analysis method is getting the
questionnaires filled from employees, their superiors and
managers. However, this method also suffers from
personal bias. A great care should be taken while framing
questions for different grades of employees.
THANK YOU
FOR YOUR
ATTENTION!