JOB ANALYSIS

Compensation Strategy
Determine the kinds of knowledge and
skills and the number of qualified
employees required to achieve
organisational objectives and promote
organisational success and profitability.
• The word job implies restrictive work opportunities for
the involved employee.
• The most misunderstood, undervalued and poorly
implemented management process is job analysis.
• It involves
– Identification &
– Description of what is happening on job.
• This is labour intensive and consumes time of
– Incumbents
– Supervisor
– Job analysts or matter experts
• Job analysis requires personnel of
organisation to differentiate compensation
it provides to employees on the basis of
– Job content
– Job specifications
– Working conditions
– Job performance
• For this Orgn needs to identify accurately and
precisely
– The required tasks
– Knowledge and skills necessary for performing them
– Conditions under which they must be performed.
• Job analysis is primarily done for following
reasons
– May be on demand of employee or union
– Representation for a change in job description
and assignment of jobs to pay grades.
– Development of classification system
– Reallocation of job activities in conjunction
with organisational restructuring or redesign
of the organisation and its jobs
 Preliminary considerations
• Activities involved in collecting, analysing
and recording job data must be taken
seriously.
• Two important questions?
– What kind of support is expected from senior
management
– What kind of co-operation is expected from all
employees
 Senior management support
• Does SM understand what is involved in
job analysis?
• Have time and cost been explored fully?
• Have implications of changes
recommended been considered?
• Will SM support?
– restructuring certain jobs
– Elimination of others
– Upgrading and reclassification of yet others
 Workforce co-operation

• Because of past actions, workforce might

demonstrate attitudes to a new analysis
that range from apathy to hostility.
 Planning a Job analysis program
• While preparing action plan
– Specific activities and methodology identified
– Forces who support or block success
identified
– Time table fixed and personnel recruited or
selected
– Attitudes at all level must be understood
– Suitable action be initiated to reduce
resistance from unco-operative personnel.
– Four planning steps
 Step one
• Determine the organisational use of job content
and other related data
– Employment
– Training
– Organisation design and staffing
– Compensation
– Performance review
– Safety and health
– Affirmative action planning
– Hiring the handicapped
 Step Two
• Learn about the structure, Operations and
jobs of organisation

– Organisation Chart

– Process Chart

– Procedure Manuals
 Step three
• Identify and select methods for collecting
job content data and other related facts
– Interview
– Observation
– Questionaire
– Diary / Log
– Combination
 Step Four
• Schedule the necessary and logical work
steps
• Forecast financial requirement
• Data collection methods and instruments
to be used
• HR aspect in terms of number and their
basic required skill, education and
experience.
Gaining Employee acceptance and
cooperation
• All concerned to know goals of analysis.
• All effort to be made to communicate this
• Some brief memos
– Compensation and job: three objectives
• Employees to know responsibility and duties
• Agreements between supervisor and employees
wrt R&D
• Fair rewards system in place
 Collecting and describing job
data
• Proper use of words are adviseable
• Words often used are as below
– Activity
– Responsibility
– Function
– Element
– Task
– Duty