Job Analysis

Dr Rahuul Singh,
M.Phil. & PhD, TISS Mumbai
 Job Analysis
• Job Analysis is a method of collecting and analyzing information about
the task associated, its purpose and competencies for completing
that job. It helps in understanding which kind of candidate
organization needs and also gives insights in sourcing. Job Analysis
also helps in HR planning as it helps in understanding what changes
can be made in the task, duty and competencies either in present or
for future recruitments. Job Analysis also helps in HR planning for
making an organization learn few new skills. It also helps
redistribution of duty in an organization.
Task Based Job Analysis
• Task Based Job analysis is that kind of job analysis in which all task,
duties and responsibilities of job are being identified. For example: HR
Manager job duty is to interview candidates, so the task associated
with that duty is to ask questions related. So in a Task based Job
Analysis, Data related to duty, task and responsibility associated with
job is being collected.
Competency based Job Analysis
• Competency based Job Analysis is not about task, duty and
responsibilities associated with job rather this focuses on
competencies required for undertaking a particular job. For example:
to be a Research Analyst, one should have competence in SPSS,
however there may be set of competencies required for this job but
SPSS is one of those.
• Competency based jobs analysis helps in organizational
transformation and also preparing firms for future. It gives an idea
that where organization is lagging behind from competitors and also
the competencies that should be acquired either through training or
recruitment.
Preparing Job Descriptions & Job
Specifications
• While preparing for Job Analysis, Job Description and Job
Specifications are drafted. The literature available on Job Description
prepared by managers and employees are reviewed to minimize
biases.
• While Job Description and Job specification, the focus is to
understand task, duty and responsibility associated with the job and
the qualifications and experiences required to complete the job
respectively.
Job Analysis Method
• Observation
i.Work Sampling
ii.Employee Diary/Log

• Interviewing
• Questionnaire
i.Position Analysis Questionnaire (PAQ)
ii.Managerial Job Analysis Questionnaire.
Interviewing
• Interview is conducted with employees and their seniors with the use
of standardized interview questions and responses are collected for
preparing complete details of the job. Interview method brings
narratives and there may be unconscious biases in that.So expertise is
required to minimize that. The interviewer competence is required
here.
Questionnaire
• Questionnaire method is widely being used and consumes lesser
time. In this method questionnaire is being served to employees and
their responses are collected. Sometimes both questionnaire and
interview method is used to collect data about job and using both
method validates data many times.
Thanks