Importance of Job Analysis:

The details collected by conducting job analysis play an important role in controlling the
output of the particular job. Determining the success of job depends on the unbiased, proper
and thorough job analysis. It also helps in recruiting the right people for a particular job. The
main purpose of conducting this whole process is to create and establish a perfect fit between
the job and the employee.

Job analysis also helps HR managers in deciding the compensation package and additional
perks and incentives for a particular job position. It effectively contributes in assessing the
training needs and performance of the existing employees. The process forms the basis to
design and establish the strategies and policies to fulfill organizational goals and objectives.

However, analysis of a particular job does not guarantee that the managers or organization
would get the desired output. Actually, collecting and recording information for a specific job
involves several complications. If the job information is not accurate and checked from time
to time, an employee will not be able to perform his duty well. Until and unless he is not
aware of what he is supposed to do or what is expected of him, chances are that the time and
energy spent on a particular job analysis is a sheer wastage of human resources. Therefore,
proper care should be taken while conducting job analysis.

A thorough and unbiased investigation or study of a specific job is good for both the
managers and the employees. The managers get to know whom to hire and why. They can fill
a place with the right person. On the other hand, existing or potential employee gets to know
what and how he is supposed to perform the job and what is the desired output. Job analysis
creates a right fit between the job and the employee.

‘’This project entitled Job Analysis gives a brief knowledge about Job Description and
Specifications and analysis of data collected from the company’’
Objectives and Scope:
The main objective of conducting job analysis is to know whether the job description and job
specification which was mentioned to hire right quality of work force by the company is
appropriate or not.

Secondly, to know whether any training is given to the employees after their recruitment to a
particular specified job as if there is any confusion about what the job is and what is supposed
to be done, proper training efforts cannot be initiated without knowing the specific
requirements of the job are identified.

Thirdly, to study the skill levels of the employees, work environment, responsibilities and
required level of education as job analysis identifies the performance criteria so that it
promotes worker for a better performance.

The Scope for Job Analysis plays an important role in recruitment and selection, job
evaluation, job designing, deciding compensation and benefits packages, performance
appraisal, analyzing training and development needs, assessing the worth of a job and
increasing personnel as well as organizational productivity.

 Recruitment and Selection: Job Analysis helps in determining what kind of person
is required to perform a particular job. It points out the educational qualifications,
level of experience and technical, physical, emotional and personal skills required to
carry out a job in desired fashion. The objective is to fit a right person at a right place.

 Performance Analysis: Job analysis is done to check if goals and objectives of a

particular job are met or not. It helps in deciding the performance standards,
evaluation criteria and individual's output. On this basis, the overall performance of
an employee is measured and he or she is appraised accordingly.

 Training and Development: Job Analysis can be used to assess the training and
development needs of employees. The difference between the expected and actual
output determines the level of training that need to be imparted to employees. It also
helps in deciding the training content, tools and equipment’s to be used to conduct
training and methods of training.

 Compensation Management: Of course, job analysis plays a vital role in deciding

the pay packages and extra perks and benefits and fixed and variable incentives of
employees. After all, the pay package depends on the position, job title and duties and
responsibilities involved in a job.

 Job Designing and Redesigning: The main purpose of job analysis is to streamline
the human efforts and get the best possible output. It helps in designing, redesigning,
 enriching, evaluating and also cutting back and adding the extra responsibilities in a
particular job. This is done to enhance the employee satisfaction while increasing the
human output.

Literature Review:
Job Analysis is a term used by the human resource managers for the process of collecting
information related to job contents compared tasks performed on the job with knowledge,
skills and abilities of the jobholders (Schuman, et al, 1994). Job Analysis is a process where
judgements are made about data collected on a job. A Job Analysis data may be collected
from the incumbents through interviews or questionnaires; the main concept of the analysis is
description or specifications of the job, not a description of the person.

Job analysis is a pattern of tasks, duties and responsibilities that can be done by a person. Job
analysis seeks to study about the activity to determine the tasks, duties and responsibilities
needed for each job. It is a process of gathering, analyzing and synthesizing information
about jobs. According to Werther and Davis (1996) "Job analysis is the process of defining
the work, activities, tasks, products services or processes performed by the employees of an
organization" Henderson (1982) explained that a job analysis is a systematic exploration of
the activities in a job. On the other hand, Duecento and Robbins (1988) depicted that job
analysis indicates what activities and accountabilities the job entails. It says that it is just an
accurate recording of the activities involved in the job.

According to Robert. B (2008) the organization should invest time to analyze the value,
mission and goals before undertaking the organizational analysis as from the organizational
analysis will flow the job analysis, job descriptions and hiring protocols. Job analysis can be
used for developing a variety of human performance management team. Sometimes when job
analysis is inadequately. Cascio (1978) says that one must gather information regarding the
specific job attributes and he defined the attributes into 8 segments and these are called job
analysis information hierarchy. The segments are element, task, duty, position, job, job
family, occupation and career. Finally, job analysis provides critically important information
that will guide management in decision-making.

The main purpose of the job analysis is to identify the experience, education, training and
other qualifying factors, possessed by candidates for specific jobs. There are two key
elements of a job analysis they are identification of major job requirements and the
identification of knowledge, skills and abilities required to perform the accomplished task or
job. Decenzo and Robins
(1996) have developed some basic principles concerning jobs and the process of analyzing
them.

The principles are:

1. All jobs can be analyzed and recorded
2. Job analysis can enhance communication among the employees in the organization.
3. The process of job analysis can easily make changes.
4. If the job analysis process is clear then employees and employers can understand and
contribute their part for the process.
5. Job analysis based on observable behavior and work products contributes to efficient
HRM.
6. Clearly everything regarding the job (job description) should be written and explained well
to the employees.

The job analyst gathers the data about each job but not about every person in the organization
and pass this required information to the HR specialists, who actually recruits the employees.

According to Nancy (1988) recorded job information plays a crucial role because it
influences most HR activities. Before collecting the information about specific jobs,
employees should be informed about why the job analysis is being done. In this dissertation,
the result of job analysis will be used in job evaluation and decision making for job
description.

Research Methodology:
Definition of Research:
"In the broadest sense of the word, the definition of research includes any gathering of data,
information and facts for the advancement of knowledge." - Martyn Shuttleworth

Research approach and method:

The main research method that was used in this thesis is qualitative. The qualitative method
will consist of interviews, observations, meetings and literature analysis at DSK Moto
wheels. Pt Ltd.

Data Collection:
The Data collected for the project, is distributed into Primary & Secondary data.

Secondary Data:
Secondary Data was firstly collected with help of internet basically for understanding the
concept of Job Analysis. I had gone through a number of Job Descriptions of various
automobile organizations to better understand the technical way of forming "Job
Description".

Primary Data:
Primary data collection was done through Questionnaire given on the Standard format by the
organization, requirements for different designations were noted appropriately from the top-
management employees at manufacturing plant as well as Company Showrooms (Benelli and
Hyosung) and observation was done to gain additional knowledge regarding the requirements
of particular designation and was presented to the Company.