1. Job Analysis
Systematic exploration of the activities within a job is called Job analysis.
This analysis involves the identification and description of what is happening on the job. It is a
technical procedure used to define a job’s duties, responsibilities, and accountabilities.
Methods of Job Analysis
The basic methods by which HRM can determine job elements and skills for successful
performance include the following:
Observation method:
Job analysis technique in which data are gathered by watching employees work.
Although this method can give us first hand data but when it is practically implemented,
an employee may get confuse when being observed.
Individual interviewing:
Meeting with an employee and inquire about his job responsibilities comes under
personal interviewing method.
This method is effective and provides first hand information yet its tough and time
consuming when it comes to large scale job analysis.
Group interview method:
Meeting a group of employees to determine their respective job entail is group
interviewing method. Though the information we gather through this method can be
accurate but group dynamics may deviate individual opinions.
Structured questionnaire method:
In this method we design particular questionnaires, comprises of open-ended and close-
ended questions about employees task on job are to be floated among the respondents to
get the feedback. This is the professional way of conducting job analysis survey but it
lacks to clarify any of the feedback or to ask any follow up questions.
Technical conference method:
This method can be compared to a focus group in which particular job experts and job
analysts are being asked about certain job activities and job responsibilities. This method
can be effective when you are conducting job analysis for some generic job position but
this method may be abortive for a particular position in a particular company.

2. Diary method:
In this method a worker is asked to write his job activities in an orderly way. This method
doesn’t cover those job activities which are non recurrent. Moreover it needs a long
period of time to get it complete.
All of the above mentioned methods are mutually not exclusive methods with each one
having its pros and cons. The information gathered through these methods do only
portray about what a worker does on job, it doesn’t reflect what a worker should do
neither it suggest ameliorate. For an effective job assessment, one must utilize collection
of these methods as to get the best of the information. However the accurate and effective
information can be gathered from the employee, from the immediate supervisor, job
expert and professional job analyst.
Objectives of job analysis:
The following are the main objectives of job analysis,
Job description:
This is the summary of a particular position, includes job key responsibilities and
activities. It reflects job content, working environment and terms of the position. A
common format for job description includes job title, duties to be performed, the
distinguishing characteristics of the job, environmental conditions, and the authority and
responsibilities of the job holder.
Job specifications:
A statement listing the job requirements for the particular position, in terms of job
experience, qualification and skills set. Based on the information acquired through job
analysis, the job specifications identify pertinent knowledge, skills, education,
experience, certification and abilities.
Job evaluation:
Job evaluation reflects the respective value of a particular in the organization. Job
analysis also provides valuable information for job comparisons.
Job evaluation and job specification must be incorporated in the compensation program
of a particular company. Similar job specification must be given with a similar
compensation program.