This slides describes about the Job Analysis and Its importance for an organization along with critical questions that need to be asked during Job Analysis

1. JOB ANALYSIS

2. Job Analysis: A Basic
Human Resource Tool

3. Job Analysis, Job and
Position
• Job analysis - Systematic process of
determining the skills, duties, and
knowledge required for performing jobs
in an organization
• Job - Consists of 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

4. Questions Job Analysis
Should Answer
• What physical and mental tasks does the
worker accomplish?
• When does the job have to be completed?
• Where is the job to be accomplished?
• How does the worker do the job?
• Why is the job done?
• What qualifications are needed to perform
the job?

5. When Job Analysis Is
Performed
• When the organization is
founded
• When new jobs are created
• When jobs are changed
significantly as a result of new
technologies, methods,
procedures, or systems

6. Job
Descriptions/Specifications
• Job description - A document that
provides information regarding the
tasks, duties, and responsibilities
of the job
• Job specification - Minimum
acceptable qualifications that a
person should possess in order to
perform a particular job

7. Reasons For Conducting
Job Analysis
• Staffing
• Training and Development
• Compensation and Benefits
• Safety and Health
• Employee and Labor Relations
• Legal Considerations

8. Job Analysis for Teams
• Historically, companies established
permanent jobs and filled these jobs
with people who best fit the job
description
• In some firms today, people are being
hired and paid on a project basis
• Today whenever someone asks "What is
your job description?" the reply might
well be "Whatever."

9. Types of Job Analysis
Information
• Work activities
• Worker-oriented activities
• Machines, tools, equipment, and
work aids used
• Job-related tangibles and intangibles
• Work performance
• Job content
• Personal requirements for the job

10. Job Analysis Methods
• Questionnaires
• Observation
• Interviews
• Employee
recording
• Combination of
methods

11. Conducting Job Analysis
• Interested in gathering
data regarding what is
involved in performing a
particular job
• People who participate in
job analysis

12. People Who Participate in Job
Analysis Should Include
(at a minimum)
• Employee
• Employee’s immediate
supervisor
• Job analyst
• Consultants

13. Items Typically Included in Job
Descriptions
• Major duties performed
• Percentage of time devoted to each duty
• Performance standards to be achieved
• Working conditions and possible hazards
• Number of employees performing the job
and who they report to
• The machines and equipment used on the
job

14. Job Description
• Job Identification
• Date of the Job
Analysis
• Job Summary
• Duties Performed
• Job Specification

15. Job Specification
Minimum Acceptable
Qualifications:
• Educational Requirements
• Experience
• Personality Traits
• Physical Abilities

16. Thank you