Job analysis

Shifali Garg
MBA
NCCE
 Job Analysis
• JOB:
• “Job is a ‘group of tasks to be performed everyday.”
  Job analysis is a systematic investigation of the tasks, duties
and responsibilities necessary to do a job.
• Job analysis is the process of collecting job related
information.
• Job Analysis is a formal and detail study of
jobs.
• Job analysis provides the following
information about a job:
1.Identity of the job –Title
2. Operations and tasks
3. Location, physical
setting,hazards,discomforts,supervision
4. Duties involved
5. Material,methods and equipments used
6.How the job is performed i.e. nature of
operations like assembling, drilling, handling
etc.
7. Relationship of job with other jobs.
Objectives/Purpose of Job Analysis
• Organisational Design- authority, responsibility
• Human Resource Planning (HRP): - The numbers and types of personnel are
determined by the jobs, which need to be staffed. Job related information in
the form of Job Analysis serves this purpose or use.

• Recruitment & Selection: - Recruitment precedes job analysis. It helps HR to

locate places to obtain employees. It also helps in better continuity and
planning in staffing in the organization. Also selecting a good candidate also
requires detailed job information. Because the objective of hiring is to match
the right candidate for right job

• Training & Development: Training and development programs can be

designed depending upon job requirement and analysis. Selection of trainees
is also facilitated by job analysis. (updating skills, changing job requirements)
• Job Evaluation: Job evaluation means determination of relative worth of
each job for the purpose of establishing wage and salary credentials. This is
possible with the help of job description and specifications; i.e. Job Analysis.
• Remuneration: Job analysis also helps in determining wage and salary for all
jobs.
• Performance Appraisal: Performance appraisal, assessments, rewards,
promotions, is facilitated by job analysis by way of fixing standards of job
performance.
• Personnel Information: Job analysis is vital for building personnel
information systems and processes for improving administrative efficiency
and providing decision support.
• Safety & Health: Job Analysis helps to uncover hazardous conditions and
unhealthy environmental factors so that corrective measures can be taken
to minimize and avoid possibility of human injury.
 Job Analysis components
•
Job Analysis

Job description
(For Job specification(For Job Evaluation
training ,performance Hiring and Promotion) (For a fair pay system)
,standards ,appraisal)
Process of Job analysis
Methods of Collecting Job Data
 Types of Job analysis Information
 Work Activities:

 Machines, Tools, Equipments and Work

Aids used

 Personal requirements

 Job context
 Outcomes of Job Analysis
• The information obtained from job analysis is classified
into three categories.

–Job description

–Job specification

–Job evaluation
 Job Description
• A job description is a written statement of the duties,
responsibilities, required qualifications and reporting
relationships of a particular job.

• The job description is based on objective information

obtained through job analysis.

• Job description acts as an important resource for

– Describing the job to potential candidates
– Guiding new hired employees in what they are specifically
expected to do
– Providing a point of comparison in appraising whether the
actual duties align with the stated duties.
 Contents of Job Description
• Job Identification
• Job summary
• Job duties and responsibilities
• Working Conditions
• Machines, Tools and Equipments
• Supervision
• Relation to other jobs.
 Example of Job Description
JOB TITLE:_____ Date: ________
Code No.___ Location:
___________________
Department:___ Analyst: _______________
Reason for the job :_________ Supervised by:

FUNCTIONS:
____________________________________________________________
__________________________________________

DUTIES AND RESPONSIBILITIES:

____________________________________________________________
__________________________________________

JOB CHARACTERISTICS:
____________________________________________________________
__________________________________________
• Job Title: Manager, wage and salary administrator
• Code number: HR/1705
• Department: HR division
• Job summary: wage surveys and benefits administration, job
evaluation, responsible for company wage and salary
programmes.
• Job Duties: Supervising job analysis studies and approves final form of
descriptions
Develops ,executes and monitors job evaluation procedures in cooperation
with operating managers
Acts as chairman of the company wide job evaluation committee.
• Working Conditions: Eight hour per day, Normal working conditions
• Supervision: Reports to the Director
• Relationships:
 Job specification

• Job specifications specify the minimum acceptable

qualifications required by the individual to perform the task
efficiently. Based on the information obtained from the job
analysis procedures, job specification identifies the
qualifications, appropriate skills, knowledge, and abilities and
experienced required to perform the job.

• Job specification is an important tool in the selection process

as it keeps the attention of the selector on the necessary
qualifications required for that job.
 Example of Job Specification
JOB TITLE: __________________________
EDUCATION:_________________________
PHYSICAL HEALTH:
____________________________________________________________
____________________________________________________________
APPEARANCE:
____________________________________________________________
MENTAL ABILITIES: _______________________________________________
SPECIAL ABILITIES: _______________________________________________
PREVIOUS WORK EXPERIENCE:
____________________________________________________________
____________________________________________________________
SPECIAL KNOWLEDGE & SKILLS:_____________________________________
OTHER : ________________________________________________________
 Job Evaluation
• Job evaluation provides the relative value of each job
in the organization. It is an important tool to
determine compensation administration.

• If an organization is to have an equitable

compensation program, jobs that have similar
demands on terms of skills, education and other
characteristics should be placed in the common
compensation groups.
Thank You.