The document discusses job analysis and design. It explains that job analysis is the process of determining and recording all pertinent information about a specific job, including tasks, skills, responsibilities, and abilities required. Information from job analysis provides inputs for HR activities like evaluating candidates, identifying key responsibilities, and developing job descriptions and specifications. The document also outlines different methods for conducting job analysis like observation, interviews, questionnaires, and reviews its various uses like employment, training, performance appraisal, and compensation management.

1. JOB ANALYSIS AND DESIGN.
Points to be discussed in the lecture sessions:
 Understanding the concept , process and methods of Job Analysis.
Job Description.
Job Specification.
Uses of Job Analysis.
Concept of Job designing.
Modern management Techniques.

2. JOB ANALYSIS is the process of determining and
recording all the pertinent information about a specific job,
including the tasks involved , the knowledge and skill set
required to perform the job , the responsibilities attached
to the job and abilities required to perform the job
successfully.
…….provides necessary inputs for a number of HR activities.
…...Help in evaluating the a candidate against the requirements of
the job.
……Helps in identifying the KRAs ( Key Responsibility areas) for a
position.
……Job Identification, Significant characteristics of a job, what
typical worker does, what materials and equipments the worker
uses, How a job is performed, Required personal attributes, job
relationship information are available from Job Analysis.

3. Information Gathering.
Job Specific competency
determination.
Developing a job description.
Developing a job Specification.
Process of job analysis.

4. Job Analysis Methods
 Observation Method:
Motion and Time study; work sampling.
 Individual Interview Method.:
Structured and Unstructured method.
 Group Interview Method:
Questionnaire Method.
Technical Conference Method.
Diary Method.
Functional Job Analysis.
The work functions categorized under Data, People and Things.

5. JOB ANALYSIS:
Job Description – describing tasks and responsibilities that make
up the job; Performance contracts replacing the concept of job description
in modern organization.
Job Specification/Person specification-- the ideal person to fill
the job.
JOB DESCRIPTION
-Job title
-Department
-Job summary
JOB SPECIFICATION.
-Physical characteristic
-Attainments
-Responsible to
-General intelligence
-Relationship
-Specific aptitudes
-Purpose of job /overall
objectives.
-Interests
-Specific duties and
responsibilities.
-Physical / economic conditions.
-Disposition
-Circumstances.

6. Uses of Job Analysis.
Employment.
Organization Audit.
Training and Development.
Performance Appraisal.
Promotion and Transfer.
Preventing Dissatisfaction.
Compensation management.
Health and safety.
Induction.
Industrial Relations.
Career Planning.
Succession Planning.