Now we discuss job analysis: We discuss its outcome, uses of job analysis information, job analysis process (steps), method of job analysis information, writing a job description, writing a job specification, If any confusion then tells in the comment section.

1. JOB ANALYSIS

2.  Now we discuss job analysis:
 We discuss its outcome, uses of job analysis information ,
job analysis process (steps), method of job analysis
information , writing job description , writing job specification
,

3. First question is that what is job?
 Grouping of tasks, duties, & responsibilities that
constitutes the total work assignment for employees
 A job is a set of closely related activities carried out
for pay

4. What is job analysis and its basics?
 A job analysis is the process of defining the keys,
duties and responsibilities of a job as well as
identifying the skills proficiencies and experience, the
job holder must contain.
 In job analysis we discuss two outcomes:
(1)Job description(JD) (2)Job specification(JS)

5. *Uses of job analysis information:
Job analysis
Job description and job specification
Job evaluation-wage & salary decisions(compensation)
Recruiting & selection Performance appraisal
decisions
Training requirements

6. Above fig() summarize job analysis:
Its activities in HRM are:
(1)Recruitment & selection
(2)Compensation (such as salary & bonus)
(3)Training
(4)Performance appraisal (employee’s performance)
(5)Discovering unassigned duties
(6)Legal compliance (In law)

7. Steps In Job Analysis
1. Identify how information will be used
2. Review background information
3. Select representative positions to analyse
4. Collect data to analyse job (job resources)
5. Verify the job analysis information
6. Develop job description/specification

8. Advantages of job analysis:
There are four advantages of job analysis:-
I. Job designing
II. Compensation
III. Performance appraisal
IV. Training and development

9. Method of job analysis
information

10. The Interview:
 In interview two kinds of persons consist:
(1) Interviewee (2) Interviewer
And in interview some question create that:
 What in the job being performed?
 What exactly do you do?
 What are your major duties?

11. Typical questions:
Some typical interview questions include the following:-
 What is the job being performed?
 What are the major duties of your position?
 What exactly do you do?
 What physical locations do you work in?
 What are the education, experience, skill requirements?
 What activities do you participate in?

12.  What are the job’s responsibilities and duties?
 What are the basic performance standards?
 What are the job’s physical demands?
 What are the health & safety conditions?
Observation:
Observation is Useful when jobs consist
mainly of observable physical activity .
Observation consist demonstration, presentation and its facts.

13. Job Analysis Questionnaire For Developing Job Description

15. Participants diary:
For every activity the employee engages in, he or she records the
activity, along with the time in a log book.
Questionnaires:
A typical job analysis questionnaire would have a mix of
open-ended and structured questions. And questionnaire is a set of
questions.
Quantitative job analysis techniques:
There are two kinds of quantitative job analysis
Techniques:-
(1)PAQ(position analysis questionnaire)
(2)DOLQ(division of labour questionnaire)

16. Question
 Which of the following terms refers to the procedure used to
determine the duties associated with job positions and the
characteristics of the people to hire for those positions?
 A) job description
 B) job specification
 C) job analysis
 D) job context
 E) job standard
 Answer:????

17. Answer
 Answer C
 Explanation: Job analysis is the process of
determining the duties of a specific job and the
characteristics of the people who would be most
appropriate for the job. A job analysis produces the
necessary information to develop job descriptions
and job specifications.

18. Question
The information resulting from a job analysis is used for writing
________.
 A) job descriptions
 B) corporate objectives
 C) personnel questionnaires
 D) training requirements
 E) mission statements
 Answer ??????

19. Answer
 Answer A
 Explanation: A job description is a list of what a job
entails, and it is derived from a job analysis. Job
analysis is the procedure through which you
determine the duties of job positions and the
characteristics of the people that should be hired for
the positions

20. What is job description?
A list of a job’s duties, responsibilities,
reporting relationships, working conditions, and supervisory
Responsibilities of one product of job analysis.
Writing job description:-
Including summaries and job functions using the
Internet and traditional methods.
Writing job analysis contains are:-
 Job identification
 Job summary
 Responsibilities and duties
 Authority of incumbent
 Standards of performance

21.  Working condition
 Job specification

22. Sample Job Description, Pearson Education

23. Sample Job Description, Pearson Education (cont’d)

24. What is job specifications?
A list of job’s “human requirement”, that
is the requisite education, skills, personality and
so on of another product of job analysis.

25. Writing Job Specification
Writing job specification using the Internet as
well as your judgement. It includes:
 What human traits and experience are required to do
the job well?
Specifications for trained versus untrained
personnel
Specifications based on judgment
Specifications based on statistics

26. Thank You