2. Job Analysis
• Job analysis is a systematic investigation of the
tasks, duties and responsibilities necessary to
do a job.
• Job analysis is the process of collecting job
related information.
Job Analysis
4. 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
5. • The information obtained from job analysis
isclassified into three categories.
• –
• Job description
• –
• Job specification
• –
• Job evaluation
Outcomes of Job Analysis
6.
7. Reasons For Conducting
Job Analysis
• Training & Development
• Staffing
• Compensation
& Benefits
• Safety and Health
• Employee and
labor relation ship
8. METHODS
• Direct observation
• Interview of existing post holder
• Interview of immediate
supervisor
• Questionnaires
• Previous studies
• Work dairies
9. Methods of Job Analysis:
Observation
• Information Source
– Observing and noting the physical activities of
employees as they go about their jobs
– It can be through videotaping, audio taping &
computer monitoring.
• Advantages
– Provides first-hand information
– Reduces distortion of
information
10. Observation:
• Disadvantages:
– Time consuming
– Difficulty in capturing entire job cycle
– Of little use if job involves a high level of mental
activity
– Observer’s Difference of mental disposition.
– Analyst’s caliber should match employee’s caliber
11. Methods of Job Analysis:
The Interview
• Information Sources
The Job Analyst asks questions to job holders & supervisors.
The job analysis should not be confined to one person or the
best job holder, but a reasonable sample is necessary to
analyze the job.
12. The Interviews:
• Advantages
– Quick, direct way to find overlooked
information required.
• Disadvantages
– Exaggeration or depreciation of importance of job
– In case of supervisor, he may not be interesting in the JD
of the subordinates.
– Attitude may not be supportive.
– Difference in perception, attitude and aptitude of the
interviewee.
– Lack of communication.
– Analyst’s caliber should match employee’s caliber.
13. Methods of Job Analysis:
Questionnaires
The questionnaire technique places great faith in the job
holder’s ability to organise the reporting of the job.
The questionnaire technique is useful for collecting
information from may people and is more economical
than the other methods, and if the questionnaires are
administered electronically, they are even more
economical.
14. 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.
15. 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.
16. 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
17. 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.
18. 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
19. 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.
20. Human resource experts cannot
rely on individual job analysis
techniques so normally all the
methods are used collectively.
