JOB ANALYSIS

Job analysis is the detailed and systematic study of the job to know the nature of the
work and characteristics of the people to be employed for each job.

It is the process of discovering and identifying the pertinent information relating to the
nature of a specific job. It is the determination of the task which comprise the job and of
the skills, knowledge, abilities and required of the worker for the sucessful performance
of the job.

The process of job analysis is essentially one of the data collection and then analyzing
that data. It provides the analyst with basic data pertaining to specific jobs in terms of
duties, responsibilities, skills, knowledge, degree of risk etc.

It may be classified as follows:

1.Job identification.
2.Nature of the job.
3.Operrations involved in doing the job.
4.Matrerials and equipments to be used in doing the job.
5.Personal attributes required to do the job, I.e. education, training, physical strength,
mental capabilities etc.

OBJECTIVES OF JOB ANALYSIS

The objectives of job analysis are to study processes, simplify methods, measure work
for establishing job and time standards, provide information for compensation and incentive
plans , and improve the safety, recruitment , selection , training , appraisal , and compensation
of employees. These objectives of job analysis can be grouped under three heads:

I. Work simplification (job redesign).

II. Establishment of standards of work.
III. Support of other personnel activities.
USES OF JOB ANALYSIS
The uses of job analysis are as follows:

I. Human Resource Planning – job analysis represents the qualitative aspect

of human resource requirements since it determines the demands of a job
in terms of responsibilities and duties and then translates these demands
in terms of skills, qualities, and other human attributes. It is job analysis
which reveals what an average person can do on a job in a day. It facilitates
the division of work into different jobs which is an essential element of
effective manpower planning.
II. Recruitment And Selection – To make employment program successful, it
is necessary to have clear statements of jobs to be performed and of the
skills and knowledge that must be possessed by the employees who will fill
these jobs. These help in matching as closely as possible the job
requirements with workers aptitudes ,abilities and interests to facilitate
the execution of employment program.
III. Placement – A clear understanding of job requirements helps in matching
these with the abilities, interests and aptitudes of people. Each job can be
assigned to the person who is best suited for it.
IV. Training And Development – Training and development programs are
administrated to help the employees to gain the skills and knowledge to
perform the tasks assigned to them efficiently.
V. Job Evaluation – Job evaluation aims at determining the relative worth of
various jobs. The worth of a job would in turn help in determining the base
compensation of the job.
VI. Performance Appraisal – Performance of the employees can be appraised
objectively if clear-cut standards of performance for every job are
established. Job analysis data can be adapted to establish clear-cut
standards of performance for every job.
VII. Employee Counselling – job analysis provides information about career
choices and personnel limitations. Such information is helpful in vocational
guidance and counselling.
VIII. Job Design – job analysis information helps in designing and redesigning of
jobs by industrial engineers through time and motion study, work
specification , work improvement and work measurement.
 IX. Organizational Design – In order to improve organizational efficiency,
sound decisions concerning hierarchical positions and functional
differentiation can be taken on the basis of information obtained through
job analysis.
X. Safety and Health – Corrective measures can be taken to minimize the
chances of various risks, ensure safety to workers, and avoid unhealthy
conditions.

Steps In Job Analysis:

There are eight major steps in a job analysis program:

I. Organize and plan for the program.

II. Obtain current job design information .
III. Conduct “needs research”.
IV. Establish priorities in the jobs to be analysed.
V. Collect job data.
VI. Redesign the jobs, if necessary.
VII. Prepare job descriptions and job classifications.
VIII. Developing job specifications.

JOB DESCRIPTION
A job description is an organised factual statement of job contents in the form of duties
and responsibilities of a specific job. The preparation of job description is necessary
before a vacancy is advertised. It tells in brief the nature and type of a job.
Job description document discloses what is to be done, how it is to be done and why it is
to be done. It must disclose at least the facts relating to these three points in detail. The
data to be recorded on the job description document must be objectively determined by
the job analyst.

The contents of job description have been discussed below.

1. Job Title
2. Job Location
3. Job Summary
4. Duties to be Performed
5. Machine, Tools, Materials
 6. Relation with other jobs
7. Nature of Supervision
8. Working Environment

JOB SPECIFICATION
A job specification is a document which states the minimum acceptable human qualities
necessary to perform a job properly. It sets forth requirements sought in the person who is to be
selected to perform a particular job. Job specification translate the job descriptions into human
qualification, and sometimes level of performance required for successful performance of the
job.

Job Specification vs. Job Description In contrast to job description, job specification is a measuring
rod of personnel and it combines qualities required for acceptable performance of a particular
job like formal education , experience, psychological attitude, physical measurement, etc.

The proper assessment of these qualities depends upon the value judgements of a number of
people such as job analysis, job-holder and his supervisor.

Requisites of Job Specification

1. Job Grade Title

2. Department
3. Age Limits
4. Education and Qualifications
5. Physique and Health
6. Appearance
7. Mental Abilities
8. Special Abilities
9. Previous Experience
10. Skill in Operating Special Equipment
11. Degree of Stability and Dependability
12. Maturity
13. Innovation
14. Dominance
15. Any other requirement…………
JOB DESIGN
Job design refers to the way the tasks are combined to form a complete job.
It has a significant impact on both the employee and the organization. Poorly designed jobs
often in boredom and a subsequent aftermath od increased turnover, reduced motivation, low
level of job satisfaction, less than optimal productivity.
Objectives of job Design
1. To satisfy the need of the individual employees like interest, challenge, achievement or
accomplishments etc.
2. To meet organisational requirements.
3. To integrate the need of the individual with the organization requirements.
Techniques of jo Design
1. Job or work Simplification
2. Job Rotation
3. Job Enlargement
4. Job Enrichment