Job Analysis

Rashmi Farkiya
 Contents
• INTRODUCTION
• NEED FOR JOB ANALYSIS.
• APPROACHES TO JOB ANALYSIS
• COMPONENTS OF JOB ANALYSIS.
• PROCESS OF JOB ANALYSIS
• SOURCES OF JOB INFORMATION
• METHODS OF JOB ANALYSIS
• USES OF JOB ANALYSIS
Introduction
JOB:
A Job is a collection or aggregation of tasks,
duties and responsibilities which as a whole,is
regarded as a regular assignment to individual
employees and which is different from other
assignments.
(Dale Yoder)
Conti….
JOB ANALYSIS:
Job Analysis is the process of getting information
about jobs specially what the worker does, how he
gets it done, why he does it, skill, education,
training required, relationship to other jobs,
physical demands, environmental conditions.
(Jones and Decothis)
Conti…
 What is the need for job analysis?

Three major factors create the need for job analysis:

statutory concerns, such as equal employment
opportunity
responses to business competition—recruiting and
retaining talent
technological changes that create new jobs and
render others obsolete
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Job analysis has many purposes.

One is for Career development. Many
organizations have systems that allow employees
to move up the ranks to higher and higher
positions.
Job analysis reveals the KSAO requirements for
jobs at each level of the career ladder.
Conti…..
Employees benefit because they know what they
need to do or learn to be eligible for promotion.
Organizations benefit because they develop an
available supply of candidates prepared for higher
level positions.
 Approaches to Job Analysis
Job Oriented:
• Focuses on the task and provides information on
the nature of the tasks done on the job.
• This type of job analysis often provides a very
long and detailed report.
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Person Oriented:
• Person-oriented approach focuses on worker
characteristics.
• Provides a description of the attributes,
characteristics, or KSAO’s necessary for a person
to perform a job successfully.
Components of Job Analysis
Job analysis is a systematic procedure to analyze the
requirements for the job role and job profile. Job
analysis can be further categorized into following sub
components.
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Job Position
Job position refers to the designation of the
job and employee in the organization. Job
position forms an important part of the
compensation strategy as it determines the
level of the job in the organization.
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Job Description:
Functional description of a content of a job. It is
the description of activities to be performed in a
job, the relationship of job with other jobs, the
equipment and tools involved, the nature of
supervision, working conditions and hazards of
the job and so on.
Contents:
• Job Title
• Location
 Conti….
• Job Summary
• Duties.
• Machines, tools and equipments
• Report to
• Working Conditions
• Hazards.
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.
Job Worth
Job Worth refers to estimating the job worthiness
i.e. how much the job contributes to the
organization. It is also known as job evaluation.
Job description is used to analyze the job
worthiness.
 Process of Job Analysis
The major steps involved in job analysis are as
follows:
i. Organizational Analysis
ii. Selection of representative jobs for Analysis.
iii. Collection of job analysis data.
iv. Preparation of job description.
v. Preparation of job specification.
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Job Specification:
Job Specification is a statement of the minimum
levels of qualification, skills, physical and other
abilities, experience, judgement and attributes
required for performing job effectively.

Contents:
• Education
• Experience
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• Training
• Judgement
• Initiative
• Physical Effort
• Mental Effort.
• Communication Skills
• Unusual sensory demands such as sight, smell and
hearing
Sources of Job Information
SMEs (Subject Matter Experts)
 people who have in-depth knowledge of
specific job under analysis, job skills, and
abilities
 Job Incumbent
 Supervisors
Existing job descriptions and specifications
Training Manuals
Other companies with similar jobs.
Uses of Job Analysis
Human Resource Planning.
Recruitment.
Selection.
Placement and Orientation.
Training
Employee Safety.
Performance Feedback & Evaluations
Job designing and Redesign.
 Methods of Job Analysis
The methods that managers can use to determine
knowledge, skills and abilities for successful
performance are as follows:
Observation:
• A job analyst watches employees directly or reviews
films of workers on the job. This method is time
consuming and can be costly.
Individual Interview Method:
• In this method meeting with an employee is done to
determine what his or her job requires.
Methods of Job Analysis
Group Interview:
This method is similar to individual interview
method except that a number of employees are
interviewed at the same time.
Sample Questions:
 What are your most typical duties?
 How long do they take?
 How do you do them?
 Describe a typical day.
Methods of Job Analysis
 Structured Questionnaire:
In this method employees are sent a specifically
planned questionnaire on which they rate tasks
they perform on their job.
Examples
 PAQ
Conti….
 Critical Incident Method
 Diary
 Panel of experts
.