Welcome to the Class of HRM

JOB ANALYSIS

Dr. Hiteshwari Jadeja

 What is job analysis ?
Job analysis is a process of gathering relevant
information about various aspects of a job, including
its content, context and the job performer’s skill
requirements.
 JOB ANALYSIS
• When an individual moves on, he takes along with
him, his:
– managerial style
– problem solving ability and
– performance.

• What he leaves behind is his:

– functions,
– scope of work and
– accountabilities

• In other words, HIS JOB REMAINS.

 JOB ANALYSIS
TWO BASIC RULES:

– We will not analyse the strengths and weaknesses

of the incumbent holding the job
– We will analyse the value contribution of the job
to the organisation, as if it is being performed at
the normal level
 The Multifaceted Nature of the Job Analysis

Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection

Job Training and

Development
Descriptions
Job Performance Appraisal
Analysis Job Compensation and
Specifications Benefits
Safety and Health
Employee and Labor
Relations
Knowledge Skills Abilities
Legal Considerations
Job Analysis for Teams
7
Job Analysis Process
 Job analysis process (contd.)

• Determining the purpose of job analysis.

• Gathering background information about the job.
• Choosing representative jobs for analysis.
• Collecting relevant job information.
• Reviewing the information gathered.
• Developing of job description and job specification.
Techniques of data collection in Job
Analysis/Methods of Job Analysis
 JOB
DESCRIPTION
 Job Description
• A Written Summary Of Tasks, Duties and
responsibilities Of A Job.
• Job description is a document that specifies the
tasks, duties, and responsibilities of the job and
should certainly be relevant and accurate
— Clyde E. Witt
Components of a job description statement
• Job title
• Alternate title (if any)
• Job purpose (general purpose of the job)
• Code number (job identification number)
• Job holder title (title of the holder of this job.)
• Job summary (a brief description about the job)
• Job duties (day-to-day tasks to be performed)
• Authority limits
• Working conditions required
• Technical Requirements
• Skills required
• Experience required
• Special circumstances
 JOB
SPECIFICATION
 Job Specification

Job specification is the process of inferring the

human trait requirements presumed to be
necessary for successful job performance.
— R. Harvey and M. Wilson
 Broad titles in job specification
• Education and training
• Work experience
• Skills and competencies
• Physical strength and stamina
• Stress-coping ability
• Special needs
 Pro forma Job specification statement

• Position title (title and designation of the job holder in

the job).
• Department/office (where the job holder would be
posted).
• Educational qualifications and training requirements.
• Experience (minimum number of years of experience
the candidate must possess)
• Work-based skills and competencies required……….
 Pro forma job specification statement
(contd.)

• Behavioural skills and talents required (skills necessary

for team work, effective leadership, diagnosing the
problems, motivating oneself and others, effective
communication, etc.).
• Other attributes required (special qualities required for
the performance of this job).
 Marketing Job Roles
• Client services manager
• Communications planner
• Data planner
• Group account director
• Media planner
• Promotions manager
• Production manager
• Research manager
• Market researcher / Research
executive
• Brand manager / Product manager /
Brand planner
• Campaign manager
• Channel marketing manager
• Business analyst
• Communications co-ordinator
• Customer information manager
• Customer insight manager
• Customer relationship manager
• Direct marketing executive
• Digital marketing executive
• Marketing communications manager
• Marketing executive / Sales
promotion marketing executive
• Marketing manager
 HRM Job Roles
Recruitment Job Profiles
• HR Recruiter
• Recruitment Manager
• Social Media Recruitment Specialist
• Recruitment Specialist
HR Front Office Job Profiles
• HR Business Partner
• HR Consultant
• HR Front Office Clerk
Compensation and Benefits Job Profiles
• Compensation and Benefits Analyst
• Compensation and Benefits Specialist
• Compensation and Benefits Manager
• Organizational Design Specialist
• HR Reporting Specialist
Training Job Profiles
• HR Training Administrator
• HR Training Specialist
• HR Training and Development Manager
Career Development Job Profiles
• Career Development Specialist
• HR Career Development Manager
HR Back Office Job Profiles
• HR Administrator
• HR Back Office Manager
Other profiles
• HR apprentice
• HR assistant
• HR advisor
• HR manager
• HR business partner
• HR director
• E-learning manager
 Finance Job Roles
• Investment banker • Mortgage advisor
• Bank cashier • Tax Specialist
• Bank manager • Sales ledger clerk
• Stockbroker • Purchase ledger clerk
• Trainee stockbroker
• Finance controller
• Assistant accountant
• Credit controller
• Auditor
• Relationship manager
• Bookkeeper
• Legal accountant
• Procurement manager
• Management accountant • Finance director
• Part-time accountant
 Job Design
Job design is the process of determining the specific tasks
to be performed, the methods used in performing these
tasks, and how the job relates to other work in the
organization.
— R. Wayne Mondy
Critical Components of Job Design
• Job enrichment
Job enrichment refers to the development of work practices
which challenge and motivate the employees to perform
better.
• Self-managing teams
Self-managing teams have the overall responsibility for the
accomplishment of work or goal preparatory requirements
for self-managing teams
– Work mapping
– Determining the size of the team
– Leadership development
– Fixing the team norms
Job rotation
– Job rotation refers to moving employees from one
job to another in a predetermined way.
– It enables an employee to perform diverse roles and
gain exposure to the techniques and challenges of doing
several jobs.
Job reengineering
– Job reengineering is the process of streamlining jobs in the
form of combining a few jobs into one, redistributing the
tasks among various jobs and reallocation of resources.
Job enlargement
– Job enlargement aims at making the job more attractive by
increasing the operations performed by a person in the job.
– Horizontal enlargement, Vertical enlargement
• Participative management
– Participative management means allowing employees to
play a greater part in the decision-making process.
– It helps in improving the quality of work life, job
enrichment, quality circles, total quality management and
empowerment.
• Peer performance review
– In this method, team members evaluate one another’s
performance. Thus, performance appraisal for employees
becomes more personalized and is conducted on a regular
basis.
High performance work design
Characteristics of high performance work system are
– Presence of highly skilled, dynamic and loyal employees.
– Existence of flat, flexible and modern management.
– Capability to preserve the experienced and skilled
employees for a long time.
– Existence of harmonious industrial relations.
– Presence of full-fledged self-managed teams.
– Existence of supportive rather than autocratic style of
leadership and management.
– Payments system count on both team performance and
individual skills.
 Recent trends in job design

E-commuting- E-commuting is a kind of work system in which

the distance barrier is overcome by means of
telecommunication.
It allows the employees to perform their jobs without being
present in office.
Eg:
Accenture India
Cisco India
Sun Micro systems
 Recent trends in job design
Flexi-time work- In this method, employees enjoy the freedom
to choose their flexible starting and ending time of work
within the scheduled working hours of the firm.
The individual working hours are determined as per the
convenience of each employee.
Eg: IBM
THANK YOU