Job analysis is the process of obtaining information about jobs to determine their duties, tasks, and activities. This information is used by HR managers to develop job descriptions and specifications that form the basis for recruitment, training, performance appraisal, and career development. The goal is to improve organizational performance and productivity. Job analysis involves studying workflows, reengineering processes, and designing jobs. It identifies the tasks, duties, responsibilities, knowledge, skills, abilities, and competencies required for each position. The results inform other HR functions like recruitment, selection, training, and compensation. Information can be gathered through interviews, questionnaires, observation, diaries, and computer systems.

1. JOB
ANALYSIS
By:Mithilesh Trivedi

2. What is a Job?
 Job
 A group of related activities and duties
Job
 Position
• The different duties and responsibilities performed
by only one employee
 Job Family
• A group of individual jobs with similar characteristics
Job
Job
Job

3. Job Analysis
The process of obtaining information about jobs by determining what the
duties, tasks, or activities of jobs are
HR managers use the data to develop job descriptions and job
specifications that are the basis for recruitment, training, employee
performance appraisal and career development
The ultimate purpose of job analysis is to improve organizational
performance and productivity

4. Approaches to Understanding
Jobs
 Workflow analysis
 Re-engineering
 Job design
 Job analysis
 Job descriptions and job specifications

5. Workflow Analysis
Workflow Analysis
• A study of the way work (inputs, activities, and outputs) moves through an
organization.
Business Process Re-engineering (BPR)
• Measures for improving such activities as product development, customer
service, and service delivery.
Phases of Reengineering
• Rethink
• Redesign
• Retool

6. Job Design
Job Enlargement
• Broadening the scope of a job by expanding the number of
different tasks to be performed
Job Enrichment
• Increasing the depth of a job by adding the responsibility for
planning, organizing , controlling, and evaluating the job
Job Rotation
• The process of shifting a person from job to job

7. JOB REQUIREMENTS
Job Specification
• Statement of the needed knowledge, skills, and abilities (KSAs) of the
person who is to perform the job
• Since Griggs v Duke Power and the Civil Rights Act of 1991, job
specifications used in selection must relate specifically to the duties of the
job
Job Description
• Statement of the tasks, duties, and responsibilities (TDRs) of a job to be
performed

8. Relationship of Job Requirements to
Other HRM Functions

9. Determining Job Requirements

10. Types of Job Analysis
1. TASK BASED
 Task
• A distinct, identifiable work activity composed of motions
 Duty
• A larger work segment composed of several tasks that are performed by an individual
 Responsibilities
• Obligations to perform certain tasks and duties
2. COMPETENCY BASED
 Competencies
• Individual capabilities that can be linked to enhanced performance by individuals or teams
o Technical competencies
o Behavioral competencies

11. Sources of Gathering Job
Information
Interviews
Questionnaires
Observation
Diaries
Computerized Job Analysis

12. The Process of Job Analysis

14. ?