JOB ANALYSIS

JOB ANALYSIS
 The process of obtaining information about jobs
 Duties and Responsibilities
 Working conditions
 Physical Attributes
 Mental Attributes
 Relation with other Jobs

• Job Analysis : Job Description (Task) + Job

Specification ( Human Qualities)
JOB SPECIFICATIONS
 Physical Characteristics
 Mental Characteristics
 Education
 Experience
 Training
 Computer Literacy
 Other Factors :
 Gender
 Age
 Language
JOB DESCRIPTION
 Job Identification : Job Title – Job Code No. – Location –
Division – Department – Section
 Duties performed
 Relation to other jobs
 Supervision given / taken
 Machines – tools – equipment used
 Conditions of Work
 Location – Factory / Office / Field
 Time – Day / Night
 Posture – Standing / Sitting / Walking / Lifting
 Health Hazards – ventilation / illumination / eye strain / heat /
dust / noise
USES OF JOB ANALYSIS
 HRP
 Recruitment & Selection
 T & D ( content)
 Job Design : structuring job elements , duties and tasks in
a manner to achieve optimal performance and satisfaction
 Job Evaluation
 Performance Appraisal
 Career Planning ( match competencies)
 Identify hazardous conditions and unhealthy environment
factors
PROCESS OF JOB ANALYSIS
 Organizational Analysis
 Organization Charts – relation – jobs
 Job Family
 Work Flow Charts
 Obtaining information about Job Titles
 Full list of Job Titles
 Review Job Titles
• Many cases
• Different Titles – same job
• Same Titles – different jobs
 Selecting Representative Jobs for Analysis
 Assign Responsibility for collecting Info.
 Collection of Data regarding Jobs
 Develop Job Descriptions
 Prepare Job Specifications
• TECHNIQUES OF DATA COLLECTION
• Questionnaires ( most commonly used)
• Written Narratives
• Observation
• Interview
• Critical Incidents
• Diary Method
QUESTIONNAIRES
 A set of questions – pertaining to the nature
of duties , tasks and responsibilities is
developed – and answered by Supervisors and
Employees

 Specialized Questionnaire method –

 Position Analysis Questionnaire ( P.A.Q)
POSITION ANALYSIS QUESTIONNAIRE
 Structured Instrument for Job Analysis
 195 Job Elements contained in the PAQ
 The nature of PAQ job elements – makes it
possible for any type of position or job to be
analyzed
 Every parameter contained in Job Analysis is
contained
POSITION ANALYSIS QUESTIONNAIRE CONTD.
• Total 195 items
1. Information Input ( 35 elements): Where and how
does the employee get the information he/she uses
in performing his/her job ; use of written materials ;
visual differentiation

2. Mental Processes ( 14 elements) : What reasoning ,

decision-making , planning and information
processing activities are involved in performing the
job
• 3. Physical Activities ( 49 elements) : Tools &
Machines – Assembling / Disassembling – use of
key-board devices
4. Relationship with other people ( 36 elements) :
Instructing ; contacts with customers , public
5. Job Context ( 19 elements) : In what physical and
social context is the work performed ( 19
elements) ; High Temperature ; Scope for inter-
personal conflict situations , teams
6. Other job characteristics ( 42 elements) : Specified
work pace ; amount of job structure
• (Structured - Easier for Job Evaluation)
FUNCTIONAL JOB ANALYSIS
 FJA is a method of Job Analysis developed by the
Employment and Training Administration of the
United States Department of Labor to classify jobs
 DOT – The Dictionary of Occupational Titles
• FJA includes 7 scales :
 3 worker-function scales – that measure % of
time of time spent with :
 Things – Physical – operating a machine
 Data – Mental – Analyzing Data
 People – Interpersonal – consulting another person
 1 Worker Instruction Scale – measures degree of
supervision imposed
 3 scales that measure Complexity – Reasoning ,
Mathematics , Language
DATA PEOPLE THINGS
0 Synthesizing 0 Mentoring 0 Setting Up
1 Coordinating 1 Negotiating 1 Precision working
2 Analyzing 2 Instructing 2 operating – controlling

3 Compiling 3 Supervising 3 Driving – operating

4 Computing 4 Diverting 4 Manupalating

5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking 6 Feeding
7 Serving 7 Handling
8 Taking instructions
9 Helping

DOT - *******
General Job Analysis
IMPACT OF BEHAVIORAL FACTORS ON JOB
ANALYSIS
 Exaggerate the Facts (Compensation purposes)
 Employee Anxieties – uncover faults
 Resistance to change
 Overemphasis on current efforts – over performing
or under performing currently
 Management ‘ Strait Jacket’ – limit employees
freedom to adapt to changing needs from time-to-
time
SPECIMEN OF JOB DESCRIPTION
• JOB TITLE : Compensation Manager
• JOB CODE : HR/2410
• DEPARTMENT : Human Resource Department
• JOB SUMMARY : Responsible for the design and
administration of employee compensation programs
• DUTIES : * Conduct Job Analysis
• * Prepare Job Descriptions and Job
• Specifications for current and projected
• positions
• * Evaluate Job Descriptions and act as
• Chairman of JE Committee
• * Ensure that Company’s compensation rates are in
tune with the Company’s philosophy
• * Conduct periodic salary surveys
• * Develop and Administer Performance Appraisal
programme
• WORKING CONDITIONS : Normal , Eight hours per
day , Five days a week
• REPORT TO : Director HR
SPECIMEN OF JOB SPECIFICATION OF
COMPENSATION MANAGER
• EDUCATION : MBA with specialization in HR / MA in
social work / PG Diploma in HR
• EXPERIENCE : At least 2 years experience in a similar
position in a large mfg. company
• SKILL ,KNOWLEDGE,ABILITIES :
 Knowledge of compensation practices in competing
industries , of job analysis procedures , of
compensation surveys techniques , of Performance
Appraisal Systems