Q.3 JOB ANALYSIS Meaning of Job Analysis
Some
Job analysis is a formal and detailed investigation of
the tasks, duties and responsibilities necessary to do a
job.
Aspects of JA
There are two major aspects of job analysis:
1. Job Description: Job description is a written
description of the activities and duties to be
performed in a job, the relationship of the job with
other jobs, the equipment and tools involved, the
nature of supervision, working conditions and hazards
of the job, etc
2. Job Specification: While job description focuses
on the job, job specification focuses on the job
holder. Job specification is a statement of the
minimum levels of qualifications, skills, physical and
other abilities, experience, judgment and attributes
required for performing job effectively.
Uses of Job Analysis
The uses of job analysis are:
1.Human resource planning: Job analysis helps
in forecasting human resource requirements in terms
of knowledge and skills.
2.Recruitment and Selection: Job analysis is used to
find out how and when to hire people for future job
openings.
3.Placement and orientation: As job analysis
provides information about what skills and
qualities are required to do a job, the
management can gear orientation programmes
towards helping the employees learn the required
skills and qualities.
4.Training and Development: Since job analysis
provides information about the knowledge and skills
required to perform a job, it enables the management
to design the training and development programmes
5.Counselling: Managers can properly counsel
employees about their careers when they understand
the different jobs in the organization.
.6Performance appraisal: By comparing what an
employee is supposed to be doing to what the
individual has actually done, the worth of that
person can be assessed.
8.Job design and redesign: Once the jobs are
understood properly, it is easy to locate weak spots
and undertake remedial steps.
9.Job evaluation: Job analysis helps in finding the
relative worth of a job, based on criteria such as
degree of difficulty, type of work done, skills and
knowledge needed, etc.
Process of Job Analysis
The major steps involved in job analysis are as
follows:
1.Organizational analysis: First of all, an overall
picture of various jobs in the organization has to be
obtained. This is required to find the linkages
between jobs and organizational objectives,
inter- relationships between jobs
2.Selection of representative positions to be
analyzed: It is not possible to analyze all the jobs. A
representative sample of jobs to be analyzed is
decided keeping the cost and time constraints in mind.
3.Collection of job analysis data: This step involves
the collection of data on the characteristics of the
job, the required behaviour and personal
qualifications needed to carry out the job effectively.
4.Preparation of job description: This step involves
describing the contents of the job in terms of
functions, duties, responsibilities, operations, etc.
5.Preparation of job specification: This step involves
conversion of the job description statements into a job
specification.
Methods of Job Analysis
A variety of methods are used to collect
information about jobs. None of them, however, is
perfect. In actual practice, therefore, a combination
of several methods is used for obtaining job analysis
data. These are discussed below.
1.Job performance: In this method, the job analyst
actually performs the job in question. The analyst thus
receives first-hand experience of contextual factors on
the job including physical hazards, social demands,
emotional pressures and mental requirements.
2.Personal observation: The analyst observes the
worker(s) doing the job. The tasks performed, the pace
at which activities are done, the working conditions, etc.,
are observed during a complete work cycle.
3.Critical incidents: The critical incident technique
(CIT) is a qualitative approach to job analysis
used to obtain specific, behaviourally focused
descriptions of work
or other activities. Here the job holders are asked to
describe several incidents based on their past experience.
The incidents so collected are analyzed and classified
according to the job areas they describe
4.Interview: The interview method consists of asking
questions to both incumbents and supervisors in either
an individual or a group setting. The reason behind the
use of this method is that job holders are most familiar
with the job
5.Panel of experts: This method utilizes senior job
incumbents and superiors with extensive knowledge
of the job. To get the job analysis information, the
analyst conducts an interview with the group. The
interaction.
6.Diary method: Several job incumbents are asked to
keep diaries or logs of their daily job activities and
record the amount of time spent on each activity. By
analyzing these activities over a specified period of
time,
7.Questionnaire method: The questionnaire is a
widely used method of analyzing jobs and work. Here
the job holders are given a properly designed
questionnaire aimed at eliciting relevant job-
Q.3. EMPLOYEE BENEFITS REQUIRED BY LAWS
An employee in the organized sector is entitled to
several types of financial as well as non-financial
benefits:
Basically there are two types of compensation:
1. Direct compensation and 2. Indirect
compensation
Direct compensation refers to the monetary benefits
offered and provided to employees in return of the
services they provide to the organization. They are
given at a regular interval at a definite time.
Indirect compensation refers to non-monetary
benefits offered and provided to employees in return
of the services provided by them to the organization.
Below is given the different types of compensation:
1. Wages and Salaries: In payroll accounting,
wages refers to the earnings of employees whose pay
is calculated on an hourly basis and salary refers to
the earnings of employees whose pay is calculated on
a weekly, bi-weekly, semi-monthly, or monthly basis.
2. Pension: Pensions are a kind of deferred
pay that provides a guaranteed income on
retirement. They are financed by contributions from
the company, with facilities for contribution by
employees as well.
3. Gratuity: This is a statutory component
appearing in the salary break-up, but is paid only at
the time of employee’s exit after serving more than
five years.
4. Sick Pay: Sick pay is any amount paid to an
employee because of illness or injury under a plan
providing for such benefits.
5. Maternity Leave and Maternity Pay: Benefit given
to the female employees of the organization
6.Holidays with Pay: Many of the organizations
provide holidays with pay such as public holidays,
vacations, paternity leave, maternity leave, casual
leave, sabbatical leave, etc.
7. Transport Assistance: Examples may include
loans for the purchase of annual season tickets, or
bulk buying of tickets by employers for distribution
to staff.
8. Housing assistance: In the form of allowances
like removal and traveling expenses, lodging,
convincing fees and so on or assistance with house
purchase to staff who have been transferred or
relocated.
9. Medical Benefits: In the form of medical
insurance and medical reimbursements.
medical services may also be provided at the
workplace: for example eye and hearing tests.
10. Catering Services: Most commonly, subsidized food
and drink at the workplace or Luncheon Vouchers.
11.Recreational Facilities: It is a subsidy and
organization of social and sports clubs or provision of
facilities such as a gymnasium or clubs.
12Educational Programmes: In-house study
opportunities, or sponsorship of external study.
13. Family-friendly Policies: Such as workplace
nurseries, term-time hours contracts, career break
schemes.
14. Fringe Benefits: Fringe benefits are marginal extra
earnings to make workers feel comfortable at the
workplace. These include employee benefits such as
provident fund, gratuity, medical care, hospitalization,
accident relief, health and group insurance, canteen,
uniform, recreation and the like.
15. Employee Security Payments: These include
Employers contribution to old age, survivor, disability,
health and unemployment insurance,
Accident insurance, Pensions,
Contributions to saving plans and health and welfare
funds
16. Payment for Time not Worked: These include
holiday pay, layoff pay, paid lunch periods, pay for rest
periods, paid sick leave, vacation pay, etc.
17. Commission: When compensation is based on
volume or some form of performance, this is known as
commission based remuneration.
18. Incentives: Incentives are paid in addition to
wages and salaries.Incentives depend upon
productivity, sales, profit, or cost reduction efforts.
Incentives can be either individual or group incentive
plans.
19.Allowances: Various allowances like Dearness
allowance, House Rent Allowance (HRA), Conveyance
Allowance and Leave Travel Allowance (LTA) also form
part of compensation.
20. Bonus and Awards These consist of financial
amenities and advantages such as holiday, over-
time and shift premiums, attendance
21. Profit Sharing Payments: A profit sharing plan, like
a bonus plan, can be structured in a number of
different ways. An employer may elect to pay cash to
employees, give them stock in the business, or set up a
deferred compensation fund for retirement.
24. Claims: A part of monthly salary may be made up by
billed claims.
These include telephone/mobile allowance, Internet
allowance, medical allowance and the like. These are
subject to a limit and are generally paid against
submission of valid bills.
25. Tips: In certain businesses, employees receive
compensation in the form of tips. A tip is an additional
amount from a customer for services rendered.
26. Supplemental Wages: Supplemental wages differ
from regular wages only in that they may be based on
a different payroll period, computed on a different
compensation plan, or paid at a different time than
regular wages.
27. Perquisites: In addition to the normally allowed
perks like provident fund, gratuity and the like,
executives enjoy special parking, plush office, vacation
travel, membership in clubs and well-furnished
houses, etc.
28. Disability Benefits: When employees are unable to
work because of an accident or some health-related
problem, weekly or monthly disability payments in
place of the regular earned income assist them in
maintaining their existing lifestyle without major
modification.
29. Non-monetary Benefits: These include challenging
job responsibilities, recognition of merit, growth prospects,
competent supervision, comfortable working conditions, job
sharing and flexi time.
30. Voluntary Retirement Scheme (VRS): Voluntary Retirement
is a legally acceptable facility provided to employees for early
retirement with all retirement benefits plus a particular percentage
of the salary for the remaining