JOB ANALYSIS

Presented By:
Dr. Abdul Khaliq
 What Is a Job?
• A group of homogeneous tasks related by similarity of
functions.
• In the words of Dale Yoder, “A Job is a collection of duties,
tasks and responsibilities which are assigned to an individual
and which is different from other assignment.”
 Job Analysis
• Job analysis, contains a simple term called "analysis", which
means detailed study or examination of something (job) in
order to understand more about it (job). therefore job
analysis is  to understand more about a specific job in order
to optimize it. Job analysis is a systematic process of
collecting complete information pertaining to a job. Job
analysis is done by job analyst who is an officer have been
trained for it.
 Job Analysis
• Job analysis is a process of identifying, analyzing, and
determining the duties, responsibilities, skills, abilities, and
work environment of a specific job.
 Definition
• In the words of Edwin B. Flippo, “Job analysis is the process of
studying and collecting information relating to the operations and
responsibilities of a specific job.”
• According to Blum,  “A job analysis is an accurate study of the various
components of a job. It is concerned not only with an analysis of the
duties and conditions of work, but also with the individual qualifications
of the worker.”
• In the words of Scott, Clothier and Spriegel,  “Job analysis is the
process of critically evaluating the operations, duties and relationship of
the job.”
 Purpose
• Job analysis helps in understanding what tasks are important
and how to perform them. Its purpose is to establish and
document the job relatedness of employment procedures
such as selection, training, compensation, and performance
appraisal.
 Steps
• The following steps are important in analyzing a job:
Recording and collecting job information
Accuracy in checking the job information
Generating job description based on the information
Determining the skills, knowledge and skills, which are required
for the job
 An ideal job analysis should include:
• Duties and Tasks: The basic unit of a job is the performance of specific tasks and duties.
This segment should include frequency, duration, effort, skill, complexity, equipment,
standards, etc.

• Environment: This segment identifies the working environment of a particular job. This

• Tools and Equipment: Some duties and tasks are performed using specific equipment and
tools. These items need to be specified in a Job Analysis.

• Relationships: The hierarchy of the organization must be clearly laid out. The employees
should know who is under them and who they have to report to.

• Requirements: The knowledge, skills, and abilities required to perform the job should be
clearly listed.
Benefits Of Job Analysis.
 Job Evaluation
• Job evaluation is a comparative process of analyzing,
assessing, and determining the relative value/worth of a job
in relation to the other jobs in an organization.
Examples of how an organization may use job analysis data:
• Workforce planning.

• Performance management.

• Recruitment and selection.

• Career and succession planning.

• Training and development.

• Compensation administration.

• Health, safety and security.

• Employee/labor relations.

• Risk management.
 Advantages of Job Analysis
1) It helps HR managers to have a systematic plan for recruitment and selection
2) Job analysis clearly defines the description & specification, which highlights
the job requirements, skills, incentives, etc.
3) It becomes easier for employees to understand their goals & objectives
4) HR managers can use job analysis information as a benchmark to evaluate
performance of employees and perform their appraisal / promotions
accordingly
5) It helps in maintaining the organizational structure by having information
related to reporting manager, job position, title, location, etc.
 Limitations of Job Analysis
• The actual experience, difficulties, job related queries, etc., cannot be
covered despite a thorough research
• Job analysis cannot forecast the future requirements of a job in case of a
major change in industry norms, company policies, etc.
 Immediate Products of Job Analysis
• The immediate products of job analysis are job descriptions
and job specifications.
 JOB DESCRIPTION
• Job description is an informative documentation of the scope, duties,
tasks, responsibilities and working conditions related to the job listing in
the organization through the process of job analysis. Job Description also
details the skills and qualifications that an individual applying for the job
needs to possess. It basically gives all the details which might be good for
both the company and the applicant so that both parties are on the same
page regarding the job posting. 
 Importance of Job Description
• Job description is the most important thing which a candidate gets about a
job listing.
• Job description gives all the relevant and necessary details about a job. The
details which can help one decide whether the job is relevant or not.
Qualifications, roles, responsibilities etc. are included in the job description
document which paints a clear picture of what is expected from the particular
role.
• Job description gives an opportunity for a candidate to prepare well for a job
interview. It also helps companies identify all skills required by a right
candidate.
Job Description Components
A Job description will include the following components:
• Roles and responsibilities of the job.
• Goals of the organization as well the goals to be achieved as a part of the
profile are mentioned in the job description.
• Qualifications in terms of education and work experience required have to
be clearly mentioned.
• Skill sets like leadership, team management, time management,
communication management etc. required to fulfill the job
• Salary range of the job are mentioned in the job description
 Steps to Write a Job Description
• The main steps to write a job description are:
1) Job Title: The first step in writing the job description is to write the job title
decided internally for official purposes.
2) Role Summary: The second step in writing the job description is to write the
summary about the job role.
3) Duties: The next step involves writing down all the job responsibilities as
well as the job duties which are required with this particular job.
4) Qualifications: The fourth step in writing the job description is to give the
basic education qualifications, work experience or other criteria required for
this job role.
 Steps to Write a Job Description
5) Role Expectations: This step defines what is required by an employee
to be successful.
6) Reporting: The sixth step in writing a good job description is to
highlight who the reporting manager would be and who would be the
subordinates.
7) Verification: The final step is to get the job description verified by the
HR team for any changes, updates or validations.
 Advantages of Job Description
1) Helps companies understand the type of candidate they should search
for based on title, position and location.
2) Employees are well aware about their job roles & duties.
3) Job description helps in understanding the workplace environment,
benefits etc. for a prospective employee.
4) Helps in better recruitment & selection.
5) Job description clearly highlights all the requirements, objectives &
goals that it wants an employee to perform.
 Disadvantages of Job Description
1) Job descriptions are time bound and can change with organization
structure, industry policies, company requirements etc.
2) It can only highlight the macro criteria of a job but cannot fully
explain the obstacles, emotional requirements etc. related to the job
3) Incomplete job description lacking quality information can misguide
both the HR manager as well as the employee
 JOB SPECIFICATION
• A job specification defines the knowledge, skills and abilities that are
required to perform a job in an organization.
• Job specification covers aspects like education, work-experience,
managerial experience, etc., which can help accomplish the goals related
to the job. 
• Job specification helps in the recruitment & selection process, evaluating
the performance of employees and in their appraisal & promotion.
• Job specification, along with job description, is actually derived
from job analysis.
 Components Of Job Specification
• There are many parameters which are considered while giving the job
specification for a certain profile. 
1) Educational Qualification: This parameter gives an insight on how
qualified a certain individual is. It covers their basic school education,
graduation, masters degree, other certifications, etc.
2) Experience: Job specification clearly highlights the experience required in
a particular domain for completing a specific job. It includes work
experience which can be from a specific industry, position, duration or in a
particular domain. Managerial experience in handling and managing a team
can also be a job specification criteria required for a particular position.
 Components Of Job Specification
3) Skills & Knowledge: This is an important parameter in job specification
especially with knowledge and skill based profiles. The higher the position
in a company, the more niche the skills become and more is the knowledge
required to perform the job. Skills like leadership, communication
management, time management, team management etc. are mentioned.
4) Personality traits and characteristics: The way in which a person behaves
in a particular situation, handles complex problems, generic behavior etc.
are all covered in the characteristics of a job description. It also covers the
emotional intelligence of a person i.e. how strong or weak a person is
emotionally
 Advantages of Job Specification
1) Job specification highlights all the specific details required to perform the
job at its best.
2) It gives the HR managers a threshold and a framework on the basis on
which they can identify the best prospects.
3) Helps in screening of resumes and saves time when there are multiple
applications by choosing those who are closest to the job specification.
4) HR managers can used job specification as a benchmark to evaluate
employees and give them required trainings.
5) It also helps companies during performance appraisal and promotions.
 Disadvantages of Job Specification
1) There are certain limitations of job specification. Some of the disadvantages
are mentioned below:
2) It is a time consuming process as it has to be very thorough and complete
3) Job description is time bound and changes with changing technology and
changing knowledge & skill requirements
4) It can only give a framework of emotional characteristics and personality
traits but cannot specify the experience or forecast complex issues is any
Hence, this concludes the definition of Job Specification along with its
overview.