Job analysis is the systematic process of collecting complete information pertaining to a specific job. It examines the duties, tasks, qualifications, working conditions, and importance of a job. The goal is to understand the job in detail in order to optimize it. A thorough job analysis provides essential information for personnel activities like recruitment, selection, training, performance evaluation, and compensation. It examines all aspects of a job including duties, environment, tools used, relationships, and requirements.

1. Prepared By:
GUNJAN SHARMA
Assistant Professor
Pragati College, Raipur.

2. Job analysis, contains a simple term called
"analysis", which means detailed study or
examination of something (job) in order to
understand more about it (job). therefore job
analysis is to understand more about a specific
job in order to optimise it. Job analysis is a
systematic process of collecting complete
information pertaining to a job. Job analysis is
done by job analyst who is an officer have been
trained for it.

3. In a country like India, jobs are very important to
individuals. They help to determine standards of living,
places of residence, status and even one’s sense of self-
worth. They are important to organizations also because
they are the means of accomplishing organizational
objectives. Traditionally, organizations used to define
jobs in a rigid way.

4. Job analysis is a systematic and detailed
examination of jobs. It is the process of collecting
information about a job — that is, the knowledge,
skills, and the experience needed to carry out a job
effectively. The jobholder is supposed to possess
job-related knowledge useful to carry out the job
easily.

6. Harry L. Wylie. "Job analysis deals with the anatomy of the job.....This is the complete
study of the job embodying every known and determinable factor, including the duties and
responsibilities involved in its performance; the conditions under which performance is
carried on; the nature of the task; the qualifications required in the worker; and the conditions
of employment such as pay, hours, opportunities and privileges"
In the words of Dale Yoder. "A Job is a collection of duties, tasks and responsibilities which
are assigned to an individual and which is different from other assignment"
According to Michael J. Jucius, "Job analysis refers to the process of studying the
operations, duties and organisational aspects of jobs in order to derive specification or, as
they are called by some job description"
In the words of Edwin B. Flippo, "Job analysis is the process of studying and collecting
information relating to the operations and responsibilities of a specific job "
According to Blum, "A job analysis is an accurate study of the various components of a job.
It is concerned not only with an analysis of the duties and conditions of work, but also with
the individual qualifications of the worker."
According to John A Shubin "Job analysis is the methodical compilation and study of work
data in order to define and characterise each occupation in such a manner as to distinguish it
from all others."

7.  i. Work Simplification:
Job analysis provides the information related to job and this data can be
used to make process or job simple. Work simplification means dividing
the job into small parts i.e. different operations in a product line or process
which can improve the production or job performance.
 ii. Setting Up of Standards:
Standard means minimum acceptable qualities or results or performance or
rewards regarding a particular job. Job analysis provides the information
about the job and standard of each can be established using this
information.
 iii. Support to Personnel Activities:
Job analysis provides support to various personnel activities like
recruitment, selection, training and development, wage administration,
performance appraisal, etc.

8.  Job identification- Its title, including its code number;
 Significant characteristics of a job- Its location, physical setting, supervision, union
jurisdiction, hazards and discomforts;
 What the typical worker does- Specific operation and tasks that make up an assignment, their
relative timing and importance, their simplicity, routine or complexity, the responsibility or
safety of others for property, funds, confidence and trust;
 Which materials and equipment a worker uses- Metals, plastics, grains, yarns, milling
machines, punch presses and micrometers;
 How a job is performed- Nature of operation – lifting, handling, cleaning, washing, feeding,
removing, drilling, driving, setting up and many others;
 Required personnel attributes- Experience, training, apprenticeship, physical strength, co-
ordination or dexterity, physical demands, mental capabilities, aptitudes, social skills;
 Job relationship- Experience required, opportunities for advancement, patterns of promotions,
essential co-operation, direction, or leadership from and for a job.

9. JA produces four kinds of documentation and
procedures that are crucial to personnel activities:
(i) Job description.
(ii) Job specification.
(iii) Job evaluation.
(iv) Personnel assessment.

10.  Nature of jobs required in a concern.
 Nature of organizational structure.
 Type of people required to fit that structure.
 The relationship of a job with other jobs in a
concern.
 Kind of qualifications required for a particular
job.
 Provision of physical condition to support the
activities of a concern.
 Materials, equipments and methods used in
performing the job.

11. A comprehensive JA programme is an
essential ingredient of sound personnel
management. It is the major input to
forecasting future human resource
requirements, job modifications, job
evaluation, determination of proper
compensation, and the writing of job
evaluation, determination of proper
compensation, and the writing of job
descriptions.
1. Organization and Manpower Planning.
2. Recruitment, Selection.
3. Wage and Salary Administration.
4. Job Reengineering.
5. EmployeeTraining and Management Development.
6. Performance Appraisal.
7. Health and Safety.

13. Job Analysis – Methods:
Methods of collecting job analysis information include direct observation, work
method analysis, critical incident technique, interview and questionnaire method.

14. Job analysis should collect information on the following areas:
i. Duties and Tasks- The basic unit of a job is the performance of specific tasks and duties.
Information to be collected about these items may include frequency, duration, effort, skill,
complexity, equipment, standards, etc.
ii. Environment- This may have a significant impact on the physical requirements to be able
to perform a job. The work environment may include unpleasant conditions such as
offensive odours and extreme temperatures. There may also be definite risks to the
incumbent such as noxious fumes, radioactive substances, hostile and aggressive people,
and dangerous explosives.
iii. Tools and equipment- Some duties and tasks are performed using specific equipment
and tools. Equipment may include protective clothing. These items need to be specified in
job analysis.
iv. Relationships- Supervision given and received, relationships with internal or external
people, etc. have to be detailed in job analysis.
v. Requirements- The knowledge, skills, and abilities (KSA) required to perform the job
must be clearly defined. While an incumbent may have higher KSA than those required for
the job, a job analysis typically only states the minimum requirements to perform the job.

15. (1) Job identification- Its title, including its code number.
(2) Significant characteristics of a job- Its location, physical setting, supervision, union
jurisdiction, hazards and discomforts.
(3) What the typical worker does? This part of information includes specific operations
and tasks to be performed by the typical worker including their relative timing and
importance, their simplicity, routine or complexity, the responsibility for others, etc.
(4) Job duties- A detailed list of duties along with the probable frequency of occurrence of
each duty.
(5) What materials and equipment the worker uses? Metals, plastics, grains, yarn or
lathes, milling machines testers, punch presses and micrometers.
(6) How a job is performed? Emphasis here is on the nature of operations like lifting,
handling, cleaning, washing, feeding, removing, drilling, driving, setting up and the like.
(7) Required Personal Attributes – These include experience, training undertaken,
apprenticeship, physical strength, coordination or dexterity, physical demands, mental
capabilities, aptitudes, social skills, etc.
(8) Job Relationship – This includes opportunities for advancement, patterns of
promotions, essential co-operation, etc.
Job analysis also provides the information relating to mental skills, working conditions,
hazards, education, vocational preparation, etc.

16. Job analysis may be obtained from three principal sources.
They are:
(a)From the employees who actually perform a job;
(b) From other employees such as supervisors and foremen who
watch the workers while doing a job and thereby acquire
knowledge about it; and
(c) From outside observers specially appointed to watch
employees performing a job. Such outside persons are called the
trade job analysts. Sometimes, special job reviewing committees
are also established.

17. i. Job analysis helps the personnel manager at the time of recruitment and selection
of right man on right job.
ii. It helps human resource manager to understand extent and scope of training
required in that field.
iii. It helps in evaluating the relative worth of different jobs.
iv. It also helps to chalk out the compensation plans for the employees.
v. It also helps the personnel manager to undertake performance appraisal effectively
in a concern.
vi. Job analysis reveals unhealthy and hazardous environmental and operational
conditions in various jobs.
vii. Job analysis provides pertinent information to both management and trade unions
for collective bargaining.
viii. Job analysis provides necessary information for effective human resource
planning.

19.  Duties and Tasks: The basic unit of a job is the performance of specific tasks and duties.
This segment should include frequency, duration, effort, skill, complexity, equipment,
standards, etc.
 Environment: This segment identifies the working environment of a particular job. This
may have a significant impact on the physical requirements to be able to perform a job.
 Tools and Equipment: Some duties and tasks are performed using specific equipment and
tools. These items need to be specified in a Job Analysis.
 Relationships: The hierarchy of the organization must be clearly laid out. The employees
should know who is under them and who they have to report to.
 Requirements: The knowledge, skills, and abilities required to perform the job should be
clearly listed.