Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

job analysis


Published on

objectives,benefits,process,and problems in job analysis

Published in: Education, Technology, Business

job analysis

  2. 2. CONTENTSIntroduction to job analysisDefinition to job analysisObjectives of job analysisBenefits or uses of job analysisProcess of job analysisTechniques and problems of job analysisConclusion
  3. 3. Introduction to job analysis Manpower planning is concerned with determination of quantitative and qualitative requirements of manpower for the organization. Determination of manpower requirements is one of the most important problems in manpower planning. The quantitative aspect deals with determining the total number of people required to do the work. The kind or quality of people required to do the work comes under the qualitative aspect. Detailed knowledge of the nature and requirements of jobs to be filled is essential for determining the kind of personnel required. Such knowledge can be obtained through the process of job analysis.
  4. 4. Definition to job analysis According to Edwin B.Flippo “Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job” According to Richard Henderson “ Job analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner as to distinguish it from all others”
  5. 5. Objectives of job analysis Work simplification: A job may be analyzed to simplify the process and methods involved in it. This will mean redesigning the job. Work simplification helps to improve productivity of personnel. Establishment of standards of performance: In order to hire the personnel on a scientific basis, it is very necessary to determine in advance a standard of performance with which applicant can be compared. Support to other personnel activities: Job analysis provides support to other personnel activities such as recruitment ,selection, training, development, performance appraisal, job evaluation
  6. 6. Benefits or uses of job analysis Organizational design Manpower planning Recruitment and selection Placement and orientation Training and development Job evaluation Performance appraisal Job designing Safety and health Discipline Employee counseling Labour relations
  7. 7. Process of job analysis Organising and planning for the programme Obtaining current job design information Conducting “needs research”Establishing priorities in the jobs to be analyzed Collecting job data Redesigning the jobPreparing job descriptions and job classification Developing job specifications
  8. 8. Techniques of job analysis Questionnaire Observation method Interview Record Critical incidents Job performanceQuantitative methods: Position analysis questionnaire Management position description questionnaire Functional job analysis
  9. 9. problems of job analysis Lack of support from top management Single method Lack of training or motivation Distortion of activities
  10. 10. ConclusionThe main purpose of job analysis is thus to collect the data and then to analyses the data relating to a job. A job can be analysed only after it has been designed and someone is already performing it. The most important thing is job description and job specification are two products of job analysis plays a