job analysis is much more important in HR.

2. Contents

3. .
.
.

4. It is a systematic analysis of each job for
the purpose of collecting information as
to;
what the job holder does,
under what circumstances it is
performed and
what qualifications are required for
doing the job.
.
Definition;

5. Job analysis
information
Dimensions
in J.A

6. 1. Job Content:
It contains information about various job activities
• Duties of an employee
• What actually an employee does
• Tools, machines, and equipment's to be used while
performing a specific job
• Additional tasks involved in a job
• Desired output level (What is expected of an employee?)
• Type of training required

7. 2. Job Context:
Job context refers to the situation or condition under which an
employee performs a particular job. It include:
• Working Conditions
• Risks involved
• Whom to report
• Who all will report to him or her
• Hazards
• Physical and mental demands
• Judgment

8. 3. Job Requirements:
These include basic but specific requirements which make a
candidate eligible for a particular job. It includes:
• Knowledge or basic information required to perform a job
successfully
• Specific skills such as communication skills, IT skills, so on
• Personal ability including aptitude, reasoning, manipulative
abilities, problem-solving ability, and so on
• Educational Qualifications including degree, diploma,
certification or …
• Personal Characteristics such as ability to adapt to different
environment, endurance, willingness, work ethic, etc.

9. Personal
observation
Sending out
questionnaires
Personal
interview
Maintenance
of log records

11. .

12. • (Edwin Flippo) “Job Description is an organized factual
statement of the duties and responsibilities of a specific
job. It should tell what is to be done, how it is done and
why.”
• it emphasizes the job requirements. In other words, It
tells in brief the nature of a job.
• the preparation of job description is necessary before a
vacancy is advertised.
Job Description

13. The details given in Job Description
• Job title
• Organizational location of the job
• Supervision given and received
• Materials, tools, machinery and equipment
• Designation of the immediate superiors and subordinates
• Salary levels: (Pay, allowances, bonus, incentive wage,
method of payment, hours of work, shift, break) etc.

14. • List of duties
• Definition of terms
• Condition of work
• Training and development facilities
• Promotional chances and channels

15.  (Edwin Flippo) “Job Specification is a statement of
minimum acceptable human qualities necessary to
perform a job properly”.
(That is, based on the job description; a written statement of
qualifications, traits, physical and mental characteristics that an
individual must possess to perform the job)
Job Specification

16. • Educational and professional qualifications
• Skills
• Practical experience
• Physical fitness
• Special qualities required for performing the job
• Intelligence, and initiative required for
performing the job
Job Specification covers:

17. Models of
job analysis

18. Uses of Job Analysis
1. Human resource planning
2. Recruitment
3. Selection of personnel
4. Training and development
5. Organization audit
6. Job evaluation
7. Job design
8. Performance appraisal
9. Career planning
10. Safety and health

19. Problems in
Job analysis
.

20. Whom to
participate in J.A
Top performers who
understanding of the
position
Supervisors to whom
the employee will
report
Individuals who know
about the expected
performance, traits, work
relationship,
Decision makers Current employeeFacilitators or recorders

21. . Very expensive, risky
and time consuming
• Fruitful if the manager
is experienced analyst
& strategic risk taker
.

22. Job
requirement
information
summary - index