TOPIC – 4

JOB ANALYSIS AND EVALUATION

 What is Job Analysis?
• It is a formal and detailed study of jobs.

• Scientific and systematic analysis of a job in order to obtain all

pertinent facts about the job.

• It is a part of overall work planning called work design.

• A job can only be analyzed after it has been designed and

somebody is doing it.

READ: https://www.zenbusiness.com/blog/job-analysis/
 Uses of Job Analysis
• Proper placement of employees.

• Improve efficiency due to better fit and frequently suggests methods

for improvement.

• Improving the design of jobs and work methods.

• Basis for manpower planning and for intelligent recruitment.

• Facilitates job evaluation and performance appraisal.

• Job satisfaction, motivation and morale.

 Process of Job Analysis
• Organizational Analysis.

• Organizing job Analysis Programme.

• Deciding the uses of job analysis information.

• Selecting representative jobs for analysis.

• Understanding job design.

• Collection of data.

• Developing a job description.

• Preparing a job specification.

Techniques of gathering Job information
for Job Analysis
• Interview method
• Observation method
• Record method
• Questionnaire method
• Check list method
• Technical conference method
• Diary method
• Work participation method
• Critical incident method
 Job Evaluation
• The main difference between job analysis and job evaluation is that
job evaluation has its functions in the establishment of equitable
wage and salary rates.

• It may be obtained by ranking one job as a whole against the other,

or by classifying jobs according to previously determined standards.

• Job evaluation is achieved by assigning one of five ranks to each of

these items.
Each job is rated for:

1. Skill
• Education
• Experience
• Initiative and ingenuity

2. Effort
• Psychological demand
• Mental or physical demand

3 Responsibility
• For equipment or process
• For material or product
• For safety of others
• For work of others

4 Job conditions
• Working conditions
• Unavoidable hazards
• Points are assigned to each of the sub-items and the total points for
a job are then transferred to the many values which establish the
wage for that job.

(READ 503-513 FROM BLUM & NAYLOR)

 Job Description
• Data collected through job analysis provides the basis for preparing
job descriptions and job specifications.

• It Is a functional description of what the job entails.

• Descriptive in nature and defines the purpose and scope for the job

• It is a written record of the appropriate and authorized contents of

the job.
• It is a factual and organized statement describing the job in terms of
its title, location, duties, responsibilities, working conditions, hazards
and relationships with other jobs.

• The primary objective is to differentiate it from other jobs and to set

its outer limits.

• Helps clarify what the job actually is all about.

 Uses of Job Descriptions
• Job grading and classification.

• Placement of new employees on the job.

• Orientation of new employees towards basic duties and responsibilities.

• Promotions and transfers.

• Defining and outlining career paths.

• Health and fatigue studies.

• Organizational change and development.

• Framing questions to be asked in the selection interview

 Guidelines for preparing Job Description

• Give clear picture of the whole job.

• Describe in details the tasks and responsibilities.

• Examples of work performed may be quoted.

• Indicate the extent of supervision received and given.

 Limitations of Job Description
• It cannot provide complete details of nature of work,
duties and responsibilities.

• Many a times there could be a mismatch.

• Nowadays there is much more to be done than just what

is in the JD.

• It is best understood as a guideline rather than a detailed

account of duties.
 Job Specification
• It Is a written statement of qualification, traits, physical and mental
characteristics that an individual must possess to perform the job
duties and discharge responsibilities effectively.

• It specifies the knowledge, skill, background and aptitude and

experience which an individual should possess to perform the job
effectively.

• Serves as a guide for the selection, training in development of

employees.
 Job Specification
• Physical requirements – Good health

• Education – Knowledge

• Work experience – Prior work experience

• Aptitudes - Ability to learn and retain information

• Personal characteristics - work with group

 Organizational Chart
• An organizational chart is a diagram that visually conveys a
company's internal structure by detailing the roles, responsibilities,
and relationships between individuals within an entity.

• Organizational charts are alternatively referred to as "org charts"

or "organization charts.“

• An organizational chart graphically represents an organization's

structure, highlighting the different jobs, departments, and
responsibilities that connect the company's employees to each
other and to the management team.

• Organizational charts can be broad-based, depicting the overall

company, or can be department- or unit-specific, focusing on one
spoke on the wheel.
WORK FLOW CHART