The document discusses strategic job analysis, which is the process of collecting information about the duties, responsibilities, skills, outcomes, and work environment needed for a particular job. It involves creating a job description that outlines the tasks and duties, and a job specification that lists the necessary knowledge, skills, abilities, and characteristics. Some strategies for strategic job analysis include analyzing the job process, determining compensation, conducting job interviews and testing aligned with the job description and specification, and creating performance appraisals based on the analysis.

1. “Strategic job analysis”
By:NIKHAT ANSARI

3. JOB ANALYSIS
It is the process used to collect information about the
duties,responsibilities,necessary skills, outcomes, and
work environment of a particular job.
Job analysis was conceptualized by two of the founders
of organizational pshycology Frederick Taylor and Lillian
Moller Gilberth.

4. Components of Job analysis
 Job description
 Job specification

5. Job description
Provides a written summary of content and the context of
job. It outlines the tasks, duties and responsibilities of a job.
Job specification
It is a written statement of the knowledge, skills and abilities and
other characteristics that are necessary for performing the job
effectively and satisfactorily.

7. Strategies of Job Analysis
When we need to hire employees for our business,preparing a
strategic job analysis for different positions is our first step.
Having a strategy for developing and filling our openings helps
our plan for the future of our company.
Some of the strategies used in job analysis are:
 PROCESS
 COMPENSATION
 JOB INTERVIEWS
 PERFORMANCE APPRAISALS
 BEHAVIOURAL APPRAISALS
 TESTINGS
 BEHAVIOURAL INTERVIEWS
 TESTING

8. PROCESS
Perform a strategic job analysis by listing all duties required of the
position .Determine if the tasks are vital to the job or ancillary in
nature.
Compensation
Strategic job analysis helps us to determine the compensation for
the position. Consider factors such as the degree of accountability
difficultly of tasks , levels of independence and supervisory duties.
Job interviews
It is conducted to fill our position must be consistent for every
candidate.
Develop questions directly related to the duties required of the

9. Performance appraisals
It is to ensure that our new hire understands the requirements of
the positions , formulate a performance olan based on our strategic
job analysis.
Behavioural Interviews
Here, a candidate might be asked to describe how he/she deal with
a particular situation in the past.
Testing
Several types of tests that are relevant to selection are
Cognitive test, personality test, performance tests,integrity test and
mental ability