Job ANALYSIS

MAHARISHI DAYANAND UNIVERSITY ,

ROHTAK (IMSAR)
Presentation on Job Analysis

Presented by:- Ashok kumar SUBMITTED TO :-

Sumit Prof. SAURABH KANT
kajal
Meaning and defination of job analysis

The job analysis is defined as “It is the

process of getting information about jobs;
specially, what the worker does, how he gets
it done; why he does it; skill, education and
training required; relationship to other jobs;
physical demands; environmental
conditions.” -Jones
COMPONENTS OF JOB ANALYSIS

1. JOB DESCRIPTION:-
Job description provides a written
summary of contents and the text of job.It outlines the tasks,
duties and responsibilities of a job.

• JOB SPECIFICATION :-
It is a written statement of the
knowledge, skill andcabilities and other characterstics that are
necessary for performing the job effectively and satisfactorily.
 JOB ANALYSIS INCLUDES

• Job title • Qualifications

• Job location • Experience
• Job summary • Skills
• Reporting to • Training
• Working conditions • Responsibilities
• Job duties • Emotional characteristics
• Machines to be used • Sensory demands
• Hazards
 USES OF JOB ANALYSIS

1. Human Resource Planning

2. Recruitment and Selection
3. Traning and Development
4. Compensation
5. Job Evaluation
6. Health and Safety
7. Remuneration
8. Career Planning and Counselling
9. Performance Appraisal
10.Personnel Information.
 METHODS OF COLLECTING JOB DATA

• Observation

• Interview

• Questionnaire

• Log Records

• Technical Conference Method.

THE PROCESS OF JOB ANALYSIS
1. Organisational Analysis

2. Job Analysis Information

3. Selecting Representative Jobs

4. Analysis Of the Job

5. Varyfication Of Job Analysis Information

6. JOB Description

7. Job Speciication.
 BARRIERS TO JOB ANALYSIS
• Lack of top management

• Lack of motivation

• Using single method

• Distortation of activities
 Guidelines for writing A good Job
descriptions
1. Give a clear concise and readily and understandble Picture of the
whole job.
2. Describe in the complete detail each of the main duties and
responsibilities.
3. A paragraph should be allocated to each duty or task.
4. Paragraph should be numbered and arranged logically.
5. Indicate the extent of direction receivedcand given.
6. Ensure that a new worker can understand the job by reading the job
descriptions.
 CONCLUSION
• Job analysis is very important in every organisation because it
helps to know the KSA of the employees and to hire the employees
on the right job.
• It involves job specifications and job descriptions.
• Process where judgements are made about data collected.
• The purpose of conducting job analysis is for trainin,
compensation and selection process.
• Aspects to be analyzed include environment, equipments and
relationships.
THANK YOU