5. The JOB ANALYSIS
A job analysis is the process used to collect
information about the duties,
responsibilities, necessary skills, outcomes,
and work environment of a particular job.
Process of defining a job in terms of its
component tasks or duties and the
knowledge or skills required to perform
them
DECISION IS MADE TO CHECK THAT:
Whether already existing post is
valuable or not.
To create a Post.
6.
7. What to do??
1. Discuss the nature of job analysis,
including what it is and how it’s used.
2. Use at least three methods of collecting
job analysis information, including
interviews, questionnaires, and
observation.
3. Explain job analysis in a “jobless” world,
including what it means and how it’s
done in practice.
10. Steps in Job Analysis Process
1. Job descriptions—Task
requirements
◦ Statement that explains duties working
conditions, etc. of a job
2. Job specifications—Person
requirements
◦ Statement of what a job demands of the
incumbent
◦ E.g., knowledge, skills, abilities (KSAs)
and other characteristics required to
perform job
11. 3.Performance standards
◦ What is expected of workers
◦ JA may provide performance standards
for job where performance is readily
quantified, measurable, etc.
◦ May need to be augmented – e.g.,
participative goal-setting
All of these uses form foundation for
various HRM systems
12. Important Applications of
Job Analysis
The Job Analysis provides the foundation for almost everything HR is involved
in.
Job Descriptions
Employee Selection
Training
Performance Appraisals
Job Classification
Job Evaluation
Job Design and Redesign
13. Reasons For Conducting
Job Analysis
Training & Development
Staffing
Compensation
& Benefits
Safety and Health
Employee and
labor relation ship
14. METHODS
Direct observation
Interview of existing post
holder
Interview of immediate
supervisor
Questionnaires
Previous studies
Work dairies
15. Methods of Job Analysis:
Observation
Information Source
Observing and noting the physical
activities of employees as they go
about their jobs
Advantages
Provides first-hand information
Reduces distortion of
information
16. Questionnaires
Advantages
◦ Quick and efficient way to gather information
from large numbers of employees
◦ Quick and economical to use
Disadvantages
◦ Expense and time consumed in preparing and
testing the questionnaire.
◦ Becomes less useful where the employees lack
verbal skills.
17. Methods of Job Analysis:
Previous studies
Information source:
Past record of any employee.
The analyst keeps the past record of the
employees and keeps the previous
experiences and issues related to the job
analysis process of the organization.
18. Previous studies
Advantages
Easy to use this method.
Helps to find out that whether it is
beneficial or not
Disadvantages
Wrong assessment of previous post
Bad performance of previous
employee
19. Methods of Job Analysis:
Work Diaries
Information Source
◦ Workers keep a chronological diary/ log of what
they do and the time spent on each activity.
20. Work Diaries
Advantages
◦ Produces a more complete picture of the job
◦ Employee participation
◦ Maintained on daily basis.
Disadvantages
◦ Distortion of information
◦ Depends upon employees to accurately recall
their activities
21. Methods of Job Analysis:
Manager trying the job
This method is used to check the new
post.
In this method the manager start a new
job to check that whether this job is
beneficial or not.
It’s a risky step to take because it may
cause many fundamental problems.
22. Advantages and disadvantages
Advantages:
1. Very fruitful if the manager is an
experienced analyst and strategic risk
taker.
Disadvantages:
1. Very expensive
2. Risky
3. Time consuming
23. The person who conducts job analysis
is interested in gathering data on
what is involved in performing a
particular job.
Types of data collected, that may help
in analysis are,
( WORK ACTIVITIES,WORK
PERFORMANCES,WORK
SCHEDULES,PERSONAL REQUIRMENTS).
24. Human resource experts cannot
rely on individual job analysis
techniques so normally all the
methods are used collectively.
