Job Analysis
Procedure through which you determine the duties of jobs and
the characteristics of the people who should be ...
Definitions
“job analysis is the process by which data in regard to each job is
systematically observed and noted. It prov...
The HR specialist collects the following information:
When? Where? How? What qualifications?
– Work activities
– Human beh...
uses
Recruiting
Performance appraisal
Compensation
training
Conducting JA involves a joint effort by HR
managers, employees, and supervisors
Information collected from different peop...
Job Descriptions
Descriptions - Written statement of:
what the jobholder does
how he does it
under what conditions the job...
Job description
Job summary
Responsibilities and duties
Authority
Standards of performance
Working conditions
Job specific...
Frequency
Performed on three occasions:
– When an organization is founded
– When new jobs are created
– When changes are h...
Job – a group of tasks that must be performed
for an organization to achieve its goals
Position – collection of tasks and ...
Methods of collecting job analysis
information
Interviews
– Group, individual, supervisor
Questionnaires
– Employees..job ...
Terms related to job
Job enlargement – assigning workers additional
activities
– Ex - IBM – machine operators – do machine...
Competency based job analysis – describing the job in
terms of the measurable, observable, behavioral
competencies that an...
Traditional JD will discourage the flexibility of behavior, which
companies need. So they shifted to new approaches of wri...
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Job analysis

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Job analysis

  1. 1. Job Analysis Procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them Used to develop job descriptions and job specifications An essential pre-requisite for the effective management of human resources Process of gathering relevant information about a job IT specifies the task involved in a job and factors that influence the performance of a job It acts as the basis for decisions involving human resource planning , recruitment, selection etc – Job content – Job context – Job holder’s requirements
  2. 2. Definitions “job analysis is the process by which data in regard to each job is systematically observed and noted. It provides information about the nature of job and the characteristics or qualification that are desirable in the job holders” -Arun Monappa & Mirza S.S Job analysis is the systematic process of determining the skills, duties and knowledge required for performing jobs in an organization” - R.Wayne Mondy et all
  3. 3. The HR specialist collects the following information: When? Where? How? What qualifications? – Work activities – Human behavior – Machines, tools?? – Performance standards – Human requirements(education, skills, experience)
  4. 4. uses Recruiting Performance appraisal Compensation training
  5. 5. Conducting JA involves a joint effort by HR managers, employees, and supervisors Information collected from different people , in the same job Nature of the job, how much time spent, activities, timings ..physical effort, mental effort.. Responsibilities, duties..
  6. 6. Job Descriptions Descriptions - Written statement of: what the jobholder does how he does it under what conditions the job is performed. Job Identification: job title, department, reporting relationship and job code
  7. 7. Job description Job summary Responsibilities and duties Authority Standards of performance Working conditions Job specification
  8. 8. Frequency Performed on three occasions: – When an organization is founded – When new jobs are created – When changes are happening
  9. 9. Job – a group of tasks that must be performed for an organization to achieve its goals Position – collection of tasks and responsibilities performed by one person
  10. 10. Methods of collecting job analysis information Interviews – Group, individual, supervisor Questionnaires – Employees..job related.. Observation – Direct Participant Diary/Logs – Ask workers to keep diary
  11. 11. Terms related to job Job enlargement – assigning workers additional activities – Ex - IBM – machine operators – do machine setting and inspection Job rotation – Motivation • Job enrichment – redesigning the job in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth..
  12. 12. Competency based job analysis – describing the job in terms of the measurable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well Competencies – skills of a person that enable performance of a job
  13. 13. Traditional JD will discourage the flexibility of behavior, which companies need. So they shifted to new approaches of writing JD – competency Based JA and JD It emphasizes what employees must be capable of doing , rather than what he/she should perform Traditional – job is described in terms of duties and responsibilities – What is to be accomplished Competency JA – how to accomplish Traditional JA – job focused, C JA – worker focused, what she is competent to do

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