JOB ANALYSIS

Symbiosis Centre for Management Studies, NOIDA

 CHAPTER OUTLINE
• Definition
• Uses
• Steps in Job Analysis
• Job Description
• Job Specification
• Job Evaluation Methods
 INTRODUCTION
Job analysis is the process of gathering
information about a job. It is, to be more specific, a
systematic investigation of the tasks, duties and
responsibilities necessary to do a job.

Job analysis is a recording of all activities involved in the

job and the skill and knowledge requirement of the
performer of the job
Job Analysis
 Job Analysis:
A Basic Human Resource Management Tool
Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection

Job Training and

Development
Descriptions
Job Performance Appraisal
Analysis Job Compensation and
Specifications Benefits
Safety and Health
Employee and Labor
Relations
Knowledge Skills Abilities Legal Considerations
Job Analysis for Teams
4
4-8

IMPORTANT BENEFITS OF JOB ANALYSIS

M u lt if a c e te d N a t u r e o f J o b A n a ly s is

R e c r u it m e n t
H u m a n R e s o u rc e
P la n n i n g S e le c t io n

J o b E v a lu a t i o n P la c e m e n t

J o b D e s ig n a n d
T r a in in g
R e d e s ig n

P e r fo rm a n c e
C o u n s e llin g
A p p r a is a l
E m p lo y e e S a f e t y
Job Analysis
 USES JOB ANALYSIS
• Employment
• Organizational audit
• Training and development
• Performance appraisal
• Promotion and transfers
• Prevention dissatisfaction
• Compensation management
• Health and safety
• Induction
• Industrial relation
• Career planning
• Succession planning

Job Analysis
Process of Job Analysis
 Organizational Analysis

Organizational Analysis consists of :

1)The role of job in relation to other jobs

2) The class of jobs to which job belongs

3)detailed description of the activities and

responsibilities of job.

4)Past oriented and Future oriented

Job Analysis
 Collection of job Content

1. What type of Data to Collected (machine,

tools & work activities)

2. Data collection methods

3. Who to collect Data (Trained analyst,

Supervisors, Job incumbents)
Job Analysis
 METHODS OF COLLECTING JOB ANALYSIS DATA

Job Analysis
 Summary of Types of Data Collected Through
Job Analysis
• Job-related tangibles and intangibles –
knowledge dealt with or applied (as in accounting);
materials processed; products made or services
performed
• Work performance – error analysis; work
standards; work measurements, such as time
taken for a task
• Job context – work schedule; financial and
nonfinancial incentives; physical working
conditions; organizational and social contexts
• Personal requirements for the job – personal
attributes such as personality and interests;
education and training required; work experience
 Cont.
• Work Activities – work activities and processes;
activity records (in film form, for example);
procedures used; personal responsibility
• Worker-oriented activities – human behaviors,
such as physical actions and communicating on
the job; elemental motions for methods analysis;
personal job demands, such as energy
expenditure
• Machines, tools, equipment, and work aids
used
 Process (contd.)

• Job description –:

• Job Specification -:

Job Analysis
Job Analysis
 Job Description

 Job description describes in detail the

various aspects of a job like the tasks
involved, the responsibilities of the job and
the deliverables.
Title
4-21 Compensation manager

Code HR/2310
Department Human Resource Department
Summary Responsible for the design and administration of employee
compensation programs.
Duties  Relate salary to the performance of each employee.
Conduct periodic salary surveys.
 Develop and administer performance appraisal
programme.
 Develop and oversee bonus and other employee
benefit plans.
 Develop an integrated HR information system.

Working conditions Normal. Eight hours per day. Five days a week.
Report to Director, Human Resource Department.
 Job specification

• A Statement of human qualifications

necessary to do the job. Usually contains
items such as Education, Experience,
Training, Communication skills etc.

• It offers a profile of human characteristics

(knowledge, skills and abilities) needed by a
person doing a job.
Job Analysis
4-23
Education  MBA with specialisation in HRM/MA in social work/PG
Diploma in HRM/MA in industrial psychology.
 A degree or diploma in Labour Laws is desirable.

Experience  At least 3 years’ experience in a similar position in a

large manufacturing company.

Skill, Knowledge, Abilities  Knowledge of compensation practices in

competing industries, of job analysis procedures, of
compensation survey techniques, of performance appraisal systems.
 Skill in writing job descriptions, in conducting job
analysis interviews, in making group presentations, in
performing statistical computations
 Ability to conduct meetings, to plan and prioritise
work.
Work Orientation Factors  The position may require upto 15 per cent travel.
Age  Preferably below 30 years.23
 Problem associated with job analysis:
• Job analysis is neither updated nor reviewed
• Job description or specification that is too vague
• Contamination (error of included irrelevant job
description and specification)
• Deficiency (error of omission of relevant
information)
• Job analysis tend to become subjective and
biased
• Time and cost of Job Analysis
 Job Evaluation

defined as a systematic method of

appraising the worth or value of each
job in relation to all other jobs in the
same organization.
 Purposes of job evaluation
1-To identify factors or conditions that place
one job higher than another in a value
hierarchy.

2-To determine the relative worth of each job

as a basis for equitable pay differentials.
 Job design

Job design is the process of

•Process of determining the specific tasks to be

performed

•methods used in performing these tasks

•how the job relates to other work in the

organization
Job Analysis
 Job design process

• What tasks are required to be done or

what tasks is part of the job?
• How are the tasks performed?
• What amount are tasks are required to be
done?
• What is the sequence of performing these
tasks?
 Benefits of job design
• Checking the work overload.
• Checking upon the work under load.
• Ensuring tasks are not repetitive in nature.
• Ensuring that employees don not remain
isolated.
• Defining working hours clearly.
• Defining the work processes clearly.
• The above mentioned are factors that if not take
 Methods of job design

Job Analysis
• JOB ROTATION
Job rotation
• Job rotation involves shifting a person from one job to
another, so that he is able to understand and learn
what each job involves

• Avoids monopoly
•  Provides an opportunity to broaden one’s knowledge
• Avoiding fraudulent practice

Job Analysis
 Job enlargement
JOB ENLARGEMENT

•Job enlargement involves combining various activities

at the same level in the organization and adding them
to the existing job. 

•Variety of skills 
• Improves earning capacity
•Wide range of activities

Job Analysis
JOB ENRICHMENT
Job enrichment
•Job enrichment is the type of expansion of a
job that gives employee more challenging more
reliability more opportunity to grow and
contribute his/her idea to the organization
success

Job Analysis
 ISSUES IN JOB ANALYSIS

•Update the database regularly (job description

+ job specification )

•Tends to be subjective and biased

•Considered at the time of downsizing

Job Analysis
 Major Job Analysis Concepts

• KSAO
• Knowledge: Know to do a task
• Skill: Can do a task
• Ability: Capability to learn to do a task
• Other personal characteristics: Other attributes
needed
•  Subject Matter Expert (SME)
• Job incumbents
• Supervisors
 Examples Of KSAOs For Different
Occupations

Job Knowledge Skill Ability Other Personal

 
Characteristics

Lawyer Constitutional Writing Communica- Willingness to

rights clearly tion work long
hours
Nurse Surgical Drawing Remain calm Lack of
procedures blood in a crisis squeamishness
 
in the sight of
blood
Plumber Pipe design Soldering Hand-eye Willingness to
joints coordination get dirty

Teacher Learning Writing Relate to Commitment

principles clearly children to learning