Human resource management aims at optimum utilization of human potential. For this purpose, it is essential to make everyone understand their job and expectations from the job. This enables them to charter their behavior appropriately. Job Analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to Human Resources Management. Job Design is next to Job Analysis. Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualification required for each job that meets the needs of employees and the organization. Designing a job analysis leads to preparation of job description and job specification.

1. Analyzing Work and
Designing Jobs
MARIVER C.
MANGULABNAN
MAED-Educational Management
April 2019
Personnel Management (Educ
208)

2. JOB
ANALYS
IS

3. What is Job
Analysis?
It is a process of determining
which characteristics are
necessary for satisfactory job
performance and analyzing the
environmental conditions in
which the job is performed

4. What is Job
Analysis?
The process of job analysis leads to
development of two documents

5. Job
Analysis
Job
Descriptions
Job
Specifications

6. Job Description
It is a list of tasks, duties, and
responsibilities (TDRs) that a
particular job entails.
Key components:
Job Title
Brief description of the TDRs
List of the essential duties with
detailed specifications of the
tasks involved in carrying out

7. Job Specification
It is a list of the knowledge, skills,
abilities, and other characteristics
(KSAOs) that an individual must
have to perform a particular job.
Knowledge: factual or procedural
information necessary for successfully
performing a task.
Skill: an individual’s level of
proficiency at performing a particular
task.
Ability: a more general enduring

8. 10 Purpose of Job
Analysis
Manpower planning
Recruitment
Selection
Training and career development
Placement and socialization

9. 10 Purpose of Job
Analysis
Compensation
Employee safety and welfare
Performance appraisal
Counseling
Strategic planning

10. Methods of
Job Analysis
OBSERVATION METHOD
Observation of work activities and
worker behaviors
is a method of job analysis which can
be used
independently or in combination with

11. Methods of
Job Analysis
Direct Observation
A person conducting the analysis
simply observes employees in the
performance of their duties. The
observer either takes general
notes or works from a form which
has structured categories for

12. Methods of
Job Analysis
Work Method Analysis
This method is used to described
manual and repetitive production
jobs, such as factory or assembly
line jobs.

13. Methods of
Job Analysis
Critical Incidents Technique
It involves observation and recording
of examples of particularly
effective or ineffective behaviors.

14. Methods of
Job Analysis
INTERVIEW
The analyst interviews the employee,
his supervisor, and other
concerned persons and reords
answers to relevant questions

15. Methods of
Job Analysis
QUESTIONNAIRE
Properly drafted questionnaires are
sent to jobholders

16. JOB
DESIGN

17. What is Job
Design?
Job design involves systematic
attempts to organize tasks, duties
and responsibilities into a unit of
work to achieve certain objectives

18. What is Job
Design?
Job design integrates the work
content and qualifications
required for each job that meets
the needs of employee and the
organization

19. Methods of
Job Design?
Job Simplification: In the job
simplification technique, the job is
simplified or specialized. A given job
is divided into small sub-parts and
each part is assigned to one
individual employee. Job
simplification is introduced when job

20. Methods of
Job Design?
Job Rotation: Job rotation implies
systematic movement of employees
from one job to the other. Job
remains unchanged but employees
performing them shift from one job
to the other.

21. Methods of
Job Design?
Job Enlargement: Job
enlargement means expanding the
scope of the job. Many tasks and
duties are aggregated and assigned
to a single job.

22. Methods of
Job Design?
Job Enrichment: Job enrichment
means making the job rich in its
contents so that an employee will
get more satisfaction while
performing that job.

23. TRUE or FALSE
Job Analysis analyzes the
work content of job and job
content of work.

24. TRUE

25. TRUE or FALSE
Job Description does not
provide a clear picture about
the duties and /
responsibilities of a job.

26. FALSE

27. TRUE or FALSE
Job specification is a written
statement of necessary
qualifications of job
incumbent.

28. TRUE

29. TRUE or FALSE
Job Rotation implies the
shifting of an employee from
one job to another
without any change in the
Jobs.

30. TRUE

31. TRUE or FALSE
Job Enlargement is the
process of increasing the
scope of a job by adding
more tasks to it.

32. TRUE

33. Thank
you! 