Managing Human Resources, Human Resource ‎Management, HR, Job Analysis, HRM, Job ‎Description, Job Specification, MBA, BBA, Business ‎Administration, Management Science, Education ‎and Learning, managerial skills,‎

1. Managing Human Resources
Huma Malik
(April 2018)

2. Contents
What is Job Analysis?
Purpose of Job Analysis
Job Analysis Process
Uses of Job Analysis

3.  "Job analysis is the process of studying and collecting
information relating to the operations and
responsibilities of a specific job.“ (Flippo)
 "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.“
(Blum)
What is Job Analysis

4.  Job analysis is a systematic exploration of the
activities within a job.
 It is a technical procedure used to define a job’s duties,
responsibilities, and accountabilities.
 It involves ...
 the identification and description of what is happening
on the job
 Identify the required tasks, the knowledge, and the skills
necessary for performing the job,
 and the conditions under which the job must be
performed.
What is Job Analysis

5. Purpose of Job Analysis
Job analysis aims to answer questions such as:
 Why does the job exist?
 What physical and mental activities does the worker
undertake?
 When is the job to be performed?
 Where is the job to be performed?
 Under What conditions it is to be performed?

6. Job Analysis Process

7. Job Analysis Process
The objective could be either of the following:
 Redesign the job description
 Revise the compensation program
 Change the organization structure
 Redesign the job in a particular department.
1- Defining the objectives:

8. Job Analysis Process
 Selection is made for ‘What kind of the jobs to be
analyzed’. E.g. clerical jobs, managerial jobs, division
specific job, etc.
 Members and the methods to be used are identified.
 Complete review of the existing job description is done
to have a fair insight of the duties, responsibilities,
organization chart, working conditions, hazards, etc.
that exist in a particular set of jobs.
2- Preparing the Job Analysis:

9. Job Analysis Process
 Here, the sufficient time should be allotted for
collecting the job details from the employees.
 The information from the employees can be collected
through questionnaires, interviews, or through an
observation method.
 Once the information gets collected it needs to be
sorted on the basis of its nature, division, department.
3- Performing the Job Analysis:

10. Job Analysis Process
 The job analysis results in the job description and
the job specification.
 Job description is a written statement that describes
 the tasks,
 duties and
 responsibilities
.... that need to be discharged for effective job
performance.
4- Designing Job Descriptions and Job
Specifications:

11. Job Analysis Process
 Job specification is a written statement that specifies
the ...
 personal qualities,
 traits,
 skills,
 qualification,
 aptitude etc.
..... required to effectively perform a job.
4- Designing Job Descriptions and Job
Specifications:

12. Job Analysis Process
 The last step in the process of job analysis
wherein the job descriptions, and the
specifications are timely checked and modified
according to the changing needs of the
organization.
5-Control Job Descriptions and Job
Specifications:

13. Job Specification
personal qualities,
traits,
skills,
qualification, etc.
Job Description
the tasks,
duties and
responsibilities

16. Uses of Job Analysis Information
Job Analysis Information is used in …
 Human Resource Planning (HRP)
 Recruitment & Selection
 Training & Development
 Job Evaluation
 Equal Employee Opportunities (EEO) Compliance
 Compensation & Benefits
 Performance Appraisal
 Personnel Information
 Safety & Health

17. JOBANALYSIS