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Job analysis studies and identifies job components to be done i.e. job
description by identifying and specifying the activities and duties to be
done by employees. Job description is the profile of the job
requirement. It describes the job content, environment, machinery
required relationship of job with others and job conditions. Job
description includes job title, job summary, job location, job
characteristics duties, etc. This written statement is prepared only
with the help of information provided by job analysis. So, one of the
major purpose of job analysis is to prepare job description.
On the basis of job analysis, job design and redesign becomes possible.
Components of jobs can be added or removed to make them more
scientific, systematic and challenging. Job redesign is the most
important factor for employee motivation.
Garbage of information does not support for job analysis. For effective
job analysis, only the required and useful information should be
collected. Job analyst should therefore identify such information. Job
information can be:
Such information are related about what workers need to do. Such
information can be as follows:
Worker related information are related about the qualities, abilities and
qualification of employees. Such information explain about how the job
can be performed. Following information are worker oriented
information:
These information are related with what employees need to work. They
can be:
Job context information are related with job environment. They can be:
5. Personal attributes:
Employees:
Supervisors:
Independent experts:
Observation method
Interview method
Questionnaire method
Dairy method
Technical conference method
1. Observation Method:
It is simple to administer.
It helps to get first hand information.
Reliability of information will be high.
It is less time consuming method.
It is cost effective method.
2. Interview method:
3. Questionnaire Method:
4. Dairy Method:
Under this dairy method, employees are requested to write diary for
their daily job activities. Employees are expected to make entry of all
the incidents, accidents, major activities, coordination from different
jobs, etc. Analysts later study the diary of each employee and
summarize the required information.
4. Methods of Analysis:
Every job requires certain mental and physical abilities. Physical ability
analysis method is basically concerned with the physical abilities. This
method considers nine physical abilities of employees to be employed
while analyzing the job. Complexities, coordination of organs, speed
etc. are the areas of the job analysis under this method.
Job description, job specification and job evaluation are the major
outcomes of job analysis. They are discussed below:
A. Job Description:
Job title
Job summary
Machines, tools, equipments, supervision required, hazards
location duties
Material and forms to use
Working conditions or environment
v. Supervision:
Job description also states the need of supervision. This gives an idea
for number of person to be supervised along with their job title and the
extent of supervision involved.
vi. Machine, tools and equipment:
It defines major types of machine, tools and equipment to be used
during the accomplishment of job.
vii. Working condition:
Job description also provides us information about the working
environment and condition. Such conditions can be cold, heat, dust,
wetness, moisture, fumes, proper light, inside organization or outside
organization, work in group or alone, and other conditions.
viii. Hazards or risk:
Job description also provides information regarding possible risk or
hazards required to bear while working.
B. Job Specification:
i. Physical characteristics:
These describe quality of physical characteristics of potential
employees like state of health, strength, age range, body size, height,
weight, vision, voice, eye, hand and foot coordination and color
discrimination.
ii. Psychological characteristics:
These describe the special aptitudes which include such qualities as,
mechanical aptitude, judgmental ability, resourcefulness, analytical
ability, mental concentration and alertness.
iii. Personal characteristics or traits:
These information include personal appearance, good and pleasing
manners, emotional stability, aggressiveness or submissiveness,
extroversion or introversion, leadership cooperativeness, initiative and
drive, skills in dealing with other, sensory qualities of sight, smell,
hearing, adaptability, conversational ability etc.
iv. Job skills:
Such information include skills, experience in related jobs, knowledge
regarding the job, training and education in related field, etc.
v. Other features:
Other basic information like age, education, experience and language
ability etc. may also be used.
C. Job Evaluations: