Job analysis

The systematic process of examining a job to

obtain information related to the tasks, duties,
and responsibilities of the jobs, identify its
component parts and circumstances in which it
is being performed.

Jobs = units of organization

 Job Analysis (ctd)

Provides information on:

1. Job identification - title, code no.

2. Distinctive features -
location, setting, supervision, union
jurisdiction, hazards, discomforts,
etc.
 Job Analysis (ctd)

3. Typicality -

specific operations and tasks; Their relative

importance, routine-ness and complexity of
tasks; Responsibilities for others, property,
finances
 Job Analysis (ctd)

4. Materials and equipments used

5. Methods of performance -
handling, feeding, drilling, etc.
 Job Analysis (ctd)

6. Attributes required -
experience, training, physical+ mental
capabilities, aptitudes + social skills.

7. Job relationships -
opportunities for cooperation, direction etc.
Types of Information Obtained from
Job Analysis
Job Analysis Components
Strategic Importance of Job Analysis
Methods of Job Analysis
 Observation

 Interviewing

 Questionnaire

 Participant Diary/ Log

Checklist for direct observation

 Job title - number of job holders

 Input of work - source & form
 Process of operation - routine & occasional tasks
 Decision making - points of decision &
responsibility
 Communication
 Output of work - form , destination & standard
 Interview

 Title of job holder

 Title of job holder’s superior
 Job titles & numbers of staff reporting
(Use organisation chart)
 Overall purpose of job
 List main tasks/ duties
 Amount of supervision received
Sources of Information

 Departmental head
(Overall situation)
 Supervisor

(Intimate knowledge of the entire section)

 Job holder

(Unknown to others)
 Exit interview

(Hidden information)
 Job Description

Describe job by analsing

1. Decisions:

• amount of authority

• Importance of decisions

• Difficulty in making decision

• Amount of originality/ initiative required

• Time-span of decision making

 JOB DESCRIPTION (ctd)

2. Complexity:

• number of units, functions, positions directly

control

• Variety of tasks to be carried out

and problems to be solved.
Job Description

A broad statement of the purpose,

Duties and responsibilities of a job/
Position
 Guidelines of Job Description

 job title
 reporting to whom
 reporting to him
 overall responsibility
 Job Description (ctd)

 main tasks:
 identify & list tasks & purpose
 analyse tasks & group them
 decide the order of description
 describe each main task
 amplify with example the quantitative measures of
work
 group related tasks under prescriptive headings
 Job Specification

3. Knowledge and skills:

• Professional/ technical aspects of the job

• Man management skills

• Commercial, p.R.
•
• Communication - written + oral

• Analytical abilities.
Job Analysis Process
 Competency- Based Job Analysis

 Competencies are general attributes employees must

have to perform well in multiple jobs
 Instead of describing job in terms of duties &
responsibilities, describes jobs in terms of observable,
measurable and behavioural competencies necessary
for performing a job well
 From ‘job focused’ to ‘worker focused’
 Firms looking for right ‘skill mix’ or competencies