Job Analysis in Human Resource Management. The purpose of job analysis is to establish what a job entails, including the required knowledge, skills and abilities as well as job duties and responsibilities and the conditions of the job. The job analysis is designed to yield reports toward Method various human resource functions such as individual development planning, employee selection, and job description.

2. S.
No.
Description Pg.
No.
1. HRM - Introduction. 1
2. Human Resource Planning 2
3. Job Analysis in HRM 4
4. Steps of Job Analysis . 6
5. Process of Job Analysis 7
6. Job Analysis Methods 8
7. Conclusion 9
8. References 10

3.  Human Resource Management is an operation in
companies, designed to maximize employee performance in
order to meet the employer's strategic goals and objectives.
It is a process of recruiting, selecting employees, providing
proper orientation, induction and training and developing
skills.
Human Resource Management - Introduction

4. EMPLOYEES ARE
MOTIVATED BY:
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Human Resource Planning :
Human resource planning is used by organizations to ensure
that they have the right number and the right kind of people at
the right place and at the right time. Where this process is
carried out properly, it brings maximum long-run benefits to
both the organization and the individual employee.
Human Resource Planning is the planning of Human
Resources. It is also called manpower planning/ personnel
planning/ employment planning. It is only after Human Resource
Planning that the Human Resource department can initiate the
recruitment and selection process. Therefore Human Resource
Planning is a sub-system of organizational planning.

5. • According to Y.C. Moushell :-
“Human Resource Planning is a strategy for the acquisition,
utilization, improvement and preservation of an organization's
human resource”.
• According to J.Chennly.K :-
“Human Resource Planning is a process of forecasting an
organization's future demand for human resource and supply of
right type of people in right numbers”.
• According to E.W. Vetter :-
“human resource planning is the process by which a management
determines how an organization should make from its current
manpower position to its desired manpower position”.

6.  Job Analysis in Human Resource Management :
Job analysis is a systematic and detailed examination of jobs. It is
a procedure for determining the duties and skill requirements of
a job and the kind of person who should be hired for it.
Job Analysis involves gathering information and analysis of
information of crucial information about a job. In this analysis
judgements are made on the data collected of a job. Job Analysis
involves both Job Description and Job Specification, which includes an
assessment of the nature of the job as well as the knowledge, skills and
attitude of the jobholder. In other words, Job Description provides
details regarding the content of the job in a written format and Job
specification is a written record of the qualities and qualifications
which a Jobholder should be having for handling a job.

7. • According to Gary Dessler (2005):
“Job analysis is the procedure for determining the duties and
skills requirements of a job and the kind of person who should be
hired for it.”
• According to Yoder :-
“job analysis is the procedure by which the facts with respect to
each job are systematically discovered and noted”.
• Mathis and Jackson (1999):
“job analysis as a systematic way to gather and analyze
information about the content and human requirements of jobs,
and the context in which jobs are performed.”

8.  Steps of Job Analysis :
 Analyzing the Job interrelationship with the organizational strategies and
vision.
 Determining the Uses of Job Analysis like Recruitment & Selection,
Compensation, Training & Development, etc.
 Identification of Job which would be analyzed.
 Collection of Data for Job Analysis through observation, Interviews and
Questionnaire Administration.
 Preparing the Job Description which is essentially a written account of the
job.
 Preparing the Job Specifications which should essentially provide details
regarding the specific skills, qualities and qualifications which a job holder
should possess.
 Reviewing and updating the information ideally in every three years and
the interrelationship collecting job information.

9.  Process of Job Analysis :
7 Step Process to Conduct Job Analysis -
1. Indicating the Purpose of Job Analysis:
2. Analysis of Organization Chart, Workflow and Job Description
to Obtain Background Information:
3. Selection of Representative Positions for Analysis:
4. Collection of Data for Job Analysis:
5. Verification of Information Collected for Job Analysis:
6. Creation of a Job Description:
7. Developing a Job Specification:

10.  Job Analysis Methods:
The process of collecting information for job analysis has to be very
thorough and completed with accurate research. Some methods which
can be used to collect job related information is given below:
1. Observation: Attributes like workplace environment, physical
activities, techniques & skills required etc. can all be covered by simply
observing existing or similar jobs.
2. Interview: Interviewing employees helps in understanding the
challenges, difficulties, emotional requirements, complications,
deliverables etc.
3. Questionnaire: Questionnaires helps in obtaining large volumes
of data and this data can be quantified & analyzed to understand the
job requirements in a much better way.

11. Conclusion :
 A job analysis is an integral component of HRM and,
ultimately, an organization’s success. However, to
ensure its efficiency, you need to take a structured
approach to conducting it. Moreover, you must gather
all the resources, tools, and manpower necessary to
complete it. They help to clarify work functions and
reporting relationships, helping employees
understand their jobs.

12.  References
Siddique, C.M. (2004). Job analysis: a strategic human
resource management practice. The International
Journal of Human Resource Management 15(1). PP. 219-
244.
YouTube.com (2013) Undercover Boss go to USA
Norwegian Criuse Line
https://www.mbaknol.com/human-resource-
management/role-of-job-analysis-in-human-resource-
management/
https://www.managementstudyguide.com/job-
analysis-and-human-resource-planning.htm
https://www.mbaskool.com/business-concepts/human-
resources-hr-terms/1797-job-analysis.html
https://www.economicsdiscussion.net/human-resource-
management/job-analysis-in-hrm/31863