ppt on job analysis

1. Sri Venkateshwara college of
Engineering
Department of MBA
Subject : Human Resource Management
Topic : Job Analysis process
Submitted by : Likith.T.N
1VE22BA025

2. Job analysis
A job analysis is the process used to collect information
about the duties, responsibilities, necessary skills,
outcomes and work environment of a particular job.
Process of defining a job in terms of its component tasks
or duties and knowledge or skills required to perform
them.
According to Edwin B .Flippo “ job analysis is the process
of studying and collecting information relating to the
operations and responsibilities of a specific job”

3. JOB TASKS
JOB DUTIES
JOB RESPONSIBILITES
JOB ANALYSIS

4. Uses of Job Analysis
Human Resource Planning
Recruitment
Selection
Placement and Orientation
Training
Counselling
Employee safety
Performance appraisal
Job design and redesign
Job evaluation

5. When do you carry out Job Analysis ?
Job analysis is carried out on three occasions
 It is undertaken when the organisation is established
and job analysis programme is taken up for the first
time .
It is performed when the new jobs are created.
It is done when jobs undergo radial transformation due
to changes in new technologies, methods, procedures
and systems.

6. Job analysis process
Studying job vis a vis the organization
Selection of representative positions to be analysed
Collection of job analysis data
Develop a job description
Develop a job specification
Review and update of information

7. Step 1 : Studying job vis a vis the
organization(organizational analysis)
First of all, on overall picture of various jobs in the organization
has to be obtained. This is required to find the linkages between
jobs and organizational objectives, interrelationship between
jobs and contribution to various jobs to the efficiency and
effectiveness of the organisation. The required background
information for this purpose is obtained through organisation
charts and work flow charts.

8. Step 2 : Selection of representative positions to be analysed
it is not possible to analyse all the jobs. A representative sample of jobs
to be analysed is decided keeping the cost and time constraints in
mind.
Step 3 : Collection of job analysis data
Manager should consider using a number of different methods of data
collection because it is unlikely that any one method will provide all the
necessary information needed.
Three of the most popular form of data collection is:
 Observation of tasks and behaviour with the job incumbent i.e. both
physical and mental activities.
 Interviews.
Questionnaires

9. Step 4 :
Develop or preparation of job description (task requirements)
Statement that explains duties working conditions , etc. of a job.
Job description is written record of the duties, responsibilities and
requirements of a particular job. It is concerned with job and not
with the work.

10. Contents of job description :
Job title
Job summary
Job duties and activities
Relation to other jobs
Supervision
Working conditions
Social environment

11. Step 5 : Develop or preparation of specification
This step involves conversation of job description
statement into a job specification. Job specification is a
written statement of personal attributes in terms of traits ,
skills, training , experience needed to carryout the job.
Step 6: Review and update of information
if no major changes have occurred in the organisation,
then a complete review of all jobs should be performed
every three years.

12. Conclusion
The main purpose of job analysis is thus to collect the
data and then to analyses the data relating to job.
A job can be analysed only after it has been designed and
someone is already performing it. The most important
thing is job description and job specification are two
products of job analysis plays a major role.

13. THANK YOU