JOB ANALYSIS

Human Resurce Management

Job analysis
 as the term implies, simply means “analysis” or
meticulous study or asssessment of the job so as to
generate better understanding of of its general as well
as specific requirements.

 the purpose is to optimize the process of evaluation

 Job analysis, is therefore an efficiently methodical
process of accumulating all pertinent information
about the job for the preparation of job description
and job specification.
It is a data-gathering process in which the Job Analyst
determines the following:
 What the employee actually does on the job?

 The required quaifications needed to perform those

duties
 The context in which the work is performed
 Note that job analysis can be conducted for existing
and anticipated jobs. It is not necessary to hava a
job incumbent to perform a job analysis.

 The outcome of job analysis has two components:

 JOB DESCRIPTION
 JOB SPECIFICATION
Job analysis: Importance and purpose

 The rationale of doing job analysis is to formulate

job description and job specification which would
facilitate to hire skilled workforce.
 Aside from defining duties and tasks required, job
analysis share mportance on the following:
 legal validation of employment decision
 identification of reporting relationships

 basisi for determining relative woth of jobs

 identifies redundancy
Job Description vs. Job(person)
Specification
Job description
 Contents of Job Description

 Job Title
 Summary description
 Tasks and Responsibilities
 Minor functions
 Supervisor
 Qualifications
 Skills necessary
 Experience desired
 Working hours
 Job Specification
 A statement of information bout qualifications, special
qualities, skills and knowledge required for an employee
to fit for a job.
 Components of a Job Specification

Personal characteristics
education age
job experience gender

Physical characteistics
height hearing
weight health
vision
 Job Specification
Mental characteristics
general intelligence foresight
memory ability to concentrate
judgement

Social and Psychological characteistics

emotional ability Interpersonal abitlity
flexibility attitude
manners values
drive creativity
conversational ability
When is Job analysis used?
 Personnel selection
 Recruitment-postulating accurate data
 Management compliance
 Performance appraisal
 Identification of job similarity for easy transfer
 Job evaluation
 Job re-design and reengineering
Intentions behind job analysis is to
answer questions such as:
 What?
 What is the need of the job to exist?

 What are the usual mental and physical behaviors that are
expected to an employee?
 What are the required minimum qualities and qualifications
to perform the job?
 When?
 When is the job needed
 When is the right time to hire additional manpower to fill in
the gaps
Intentions behind job analysis is to
answer questions such as:
 Where?
 Where is the job to be performed?

 Where do we go from here?

 How?
 How did the employee perform- evaluation
Approaches to Job Analysis
 Work oriented approach
the central focus is on the actual task involved in a
job.
generally concentrate on duties, functions and
responsibilities involved in a job

 Employee oriented approach

The focus is on examining of human attributes
needed to perform the job accordingly
Human attributes have been classified into
knowledge, skills, attiude and other characteristics
 Knowledge, is the information people need in order
to perform the job.
 Skills, are the proficiencies needed to perform the
job.
 Abilities, are the attributes that are relatively stable
over time
 Other characteristics are all other attributes usually
personality factors.