Job Analysis – The Process And Its Uses


Published on


Published in: Career, Technology
No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Job Analysis – The Process And Its Uses

  1. 1. Job Analysis – The Process and its Uses
  2. 2. Agenda: <ul><li>An overview of the term ‘Job Analysis’ . </li></ul><ul><li>Purpose and uses of Job Analysis. </li></ul><ul><li>Its contents. </li></ul><ul><li>Steps in Job Analysis. </li></ul><ul><li>Techniques of gathering Job Analysis Data. </li></ul><ul><li>Guidelines for conducting job analysis. </li></ul>
  3. 3. What is Job Analysis? <ul><li>It is a procedure by which pertinent information is </li></ul><ul><li>obtained about the job. </li></ul><ul><li>i.e. It is a detailed and systematic study of information </li></ul><ul><li>relating to the operations and responsibilities of a specific </li></ul><ul><li>job. </li></ul><ul><li>Specially ,What the worker does; how he gets </li></ul><ul><li>it done, why he does it ,skill ,education and </li></ul><ul><li>training required , relationship to other jobs, </li></ul><ul><li>Physical demands, environmental conditions </li></ul><ul><li>etc… </li></ul>
  4. 4. Purpose and Uses Of Job Analysis: <ul><li>Organization and Manpower Planning:- it defines labour needs in concrete terms , clearly divides duties and responsibilities. </li></ul><ul><li>Recruitment, Selection:- By indicating the specific reqs. Of each job(i.e.; skills and knowledge) it provides a realistic basis for hiring, training, placement, transfer and promotions. </li></ul><ul><li>Wage and Salary Administration:- Indicating qualifications reqd. and risks and hazards involved, it helps in sal. and wage administration. </li></ul>
  5. 5. Purpose and Uses Of Job Analysis (Cont…....) <ul><li>Job Re-Engineering :- Job analysis provides info. Which enables to change jobs in order to being better mannered by personnel's with specific characs and qualifications. </li></ul><ul><li>Employee Training and Management Development :- JA helps in determining the content and subject matter of training courses. </li></ul><ul><li>Performance Appraisal:- JA helps in establishing clear cut standards which may be compared with the actual contribution of each individual. </li></ul><ul><li>Health and Safety:- helpful in identifying hazardous conditions and unhealthy environments so that corrective measures can be taken. </li></ul>
  6. 6. Contents of Job Analysis: <ul><li>Job Identification:- Its title including its code number. </li></ul><ul><li>Significant Characteristics of a Job:- its location, physical setting, supervision , hazards and discomforts etc. </li></ul><ul><li>What the typical worker does? specific operations and task that make up an assignment, their relative timing and importance, simplicity, routine and complexity, the responsibility or safety of others for property, funds, confidence and trust. </li></ul><ul><li>Which materials and equipment a worker uses? Metals, plastics, grains, yarns, milling machines etc. </li></ul>
  7. 7. Contents of Job Analysis(Cont…….) <ul><li>How a job is performed? Nature of operation- lifting, handling, cleaning, washing, feeding, removing, drilling, driving, setting up and many others. </li></ul><ul><li>Required Personnel Attributes. :- Experience, training, apprenticeship, physical strength, coordination or dexterity, mental capabilities, aptitudes, social skills etc. </li></ul><ul><li>Job Relationship:- Experience required, opportunities for advancement, patterns of promotions, essential cooperation, direction or leadership from and for a job. </li></ul>
  8. 8. The Steps in Job Analysis:
  9. 9. Techniques of Gathering Job Analysis Data: <ul><li>Personal Observation:- The materials and the equipments used, the working conditions & probable health hazards and an understanding of what work involves. Especially useful in jobs that consist primarily of observable physical ability, like the job of draftsmen, mechanic, spinner or weaver. </li></ul><ul><li>Sending Out Questionnaires:- Properly drafted questionnaires are sent out to job holders for completion and are returned to supervisors. </li></ul>
  10. 10. Techniques of Gathering Job Analysis Data (Cont…….) <ul><li>Maintenance Of Log Records :- the employee maintains a daily diary of duties he performs, marking the time at which each task is started and finished. </li></ul><ul><li>Conducting Personal Interviews :- Personal interviews may be held by the analysts with the employees, and answers to relevant questions may be recorded. </li></ul><ul><li>In most cases, interviews coupled with personal observations lead to the desirable approach. </li></ul>
  11. 11. USES OF JOB ANALYSIS <ul><li>Produce job descriptions and specifications </li></ul><ul><li>Recruitment and Selection </li></ul><ul><li>Performance Standards </li></ul><ul><li>Training and Development </li></ul><ul><li>Compensation </li></ul><ul><li>Used in training </li></ul><ul><li>Help in performance appraisal </li></ul>
  12. 12. Conclusion: <ul><li>“ From Job Analysis, specific details of what is being done and the skills utilized in the job are obtained. Job Analysis enables the managers to understand jobs and job structures to improve work flow or develop techniques to improve productivity. “ </li></ul><ul><li>Thank You…… </li></ul>