Slides helps students to understand Job analysis process..

1. Job AnalysisJob Analysis
Golden Words By Martin Luther King..
If you can Fly, RUN………If you can Run, WALK
If you can Walk, CRAWL…….BUT KEEP MOVING…….
Kunal
Upadhyay

2. Meaning
• Job analysis is the process of the
collecting job related information, such
information helps in the preparation of job
description and job specification

3. Process of Job Analysis

4. Strategic Choices
• Employee involvement
– Job analysis involves collecting job related
information-duties, responsibilities, skills and
knowledge required to perform the job
• The level of Details
– The level of analysis affect the nature of the
data collected
– The nature of job being analysis determines the
level of detail in job analysis

5. Cont…
• Timing and frequency of analysis
– An organization is newly established and job
analysis is generally conducted
– A new job is created in an established company
– Due to change in technology, methods, system
– The organization is contemplating a new
remuneration plan

6. Cont..
• Past-oriented versus Future-oriented
– Changing rapidly due to fast growth or
technology change, a more future-oriented
approach to job analysis may be desire
– Traditional job analysis information describe
how the job has been done in the past and
manner which it is being currently done

7. Cont…
• Non-Human Source
– Existing job descriptions
and specification
– Tools of maintain records
– Equipment design
blueprint
– Blueprint of work area
– Magazine and newspaper
• Human Source
– Job analysis
– Job incumbents
– Supervisors
– Job experts
• Source of data

8. Information Gathering
• What type of data is to be collected ?
• What methods are to be employed for data
collection ?
• Who should collect the data ?

10. Observation
• The job analyst carefully observes the
jobholder at work and records what he or
she dose
• How much time is needed for completion of
given task
• Method is simple because its direct
observation
• Observation handle by experts people who
have expertise knowledge and also
maintains the record

11. Interview
• The analyst interview the
job holder and his/her
supervision to draw out
information about the job
• Its structured interview
form is used to record the
information during the
interview the analyst make
judgment about the
interview

12. Questionnaire
• Job holder fill in the given structured
questionnaire which approved by the
supervisor
• The job title of the job holder
• The job title of job holder’s managers or
supervisor
• The job title and number of staff reporting to
the job holder
• A brief description of the overall roll or
purpose of job

14. Checklists
• Checklists is similar to a
questionnaire, but the
response sheet contains
fewer subject judgment and
tend to be either yes or no
• Checklist can cover as many
as 100 activities and job
holders tick only those tasks
that are include their jobs

15. Technical Conference
• Service of supervisors who possess extensive
knowledge about a job are used
• From these experts that details about the job
are obtained

16. Diary Method
• The method require the job holders to record
in detail their activities each day
• This technique is accurate and eliminates
errors caused by memory lapses the job
holder makes while answering the
questionnaire and checklists

17. Information Processing
• Once the data collected, it need processed
• Specifically job-related data would be useful
to prepare job description and job
specification

18. Job Description & Job Specification
• Job DescriptionJob Description
– Job title
– Location
– Job Summary
– Duties
– Machines, tools
– Materials and form used
– Supervision given or
received
– Working conditions
– Hazards
• Job Specification
– Education
– Experience
– Training
– Judgment
– Initiative
– Physical effort
– Physical skills
– Responsibilities
– Communication skills
– Emotional Characteristics