J OB

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

IMPORTANT BENEFITS OF JOB ANALYSIS

Mu lt i f a c e t e d N a t u r e o f J o b
A n a l y s is

H um an R es R ecruitm ent
o u r c eP la n n i n S elect
g ion

Job E valu P lacem

ation ent

J o bD e s i g n
Train
a n dR e d e s i g
ing
n

P erform
C ounsel
a n c eA p p r
ling
aisal E m ployee
S afe
Job Analysis
ty
 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
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.

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
 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
 Process (contd.)

• Job description –:

• Job Specification -:

Job Analysis
Job Analysis
 Job Description

● Jobdescription 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 ❖ MBA with specialisation in HRM/MA in social work/PG
Education
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