Job Analysis

• Job analysis refers to a systematic process of collecting all

information about a specific job, including skill
requirements, roles, responsibilities and processes in order
to create a valid job description. Job analysis also gives an
overview of the physical, emotional & related human
qualities required to execute the job successfully.

• Job analysis is an important step in ensuring that the right

candidate is selected.
• Job analysis helps the employer in recruitment and
selection, performance management, choosing
compensation and benefits, etc.
• It helps the employees to have a clear picture of what is
actually required of them.
Why is a job analysis important?
Why Is a Job Description Important?

• A job description is an essential part of the job

application process as, with the right information, it
should help applicants to determine whether the role is
in line with their skill set and whether it is a job they
actually want to do.

• From the organisation’s perspective, the job description is

vital in ensuring that the applications received for the
position closely match the needs of the role itself.

• It helps HR departments and external recruiters to

streamline the selection process and receive a high
concentration of candidates who are suitable for
interview or further selection.
 JOB DESCRIPTION
• Title and summary of the role
• List of duties
• Desired professional experience
• Education level and desired qualifications
• Core skills required for the position
• Necessary certificates, licences and registrations
• Who the prospective employee will directly report to
• Whether the employee has any subordinates reporting to
them
• Physical requirements (if needed)
• Work environment
https://www.wikijob.co.uk/content/application-advice/job-applications/what-job-description
Job Specification

• Job specification is defined as a statement

about qualification and characteristics of
employee required to perform the job task in
a satisfactory manner.

• It is derived from job analysis and act as an

important tool for the recruitment and
selection of employee.
 Job-oriented Approach

• The job-oriented approach mainly focuses on

the job outcomes and factors facilitating these
outcomes.
• This approach essentially forms the reasons for
the existence of a particular job.
• For instance, the activities a receptionist is
expected to execute and how they could
contribute to the organization’s objectives are
the discussants in this approach
 Employee-oriented Approach

• This approach focuses on the behavioral patterns

of the employees in performing their respective
jobs.
• For instance, the behaviours of the receptionist
can lead to the desired outcomes of the position.

• The receptionist is required to be methodical in

taking appointments, important calls and making
reservations, in addition to be presentable and
courteous to the clients and guests.
 Trait-oriented Approach

• The trait-oriented approach focuses on the

traits required to accomplish job activities.

• For instance, the receptionist required to be

pleasant and courteous can be linked with the
personality trait of service orientation.