2. Job Analysis
• Job:- A job may be defined as a “ Collection or
aggregation of tasks, duties and responsibilities which
as a whole, are regarded as a regular assignment to
individual employees”
• Analysis- the careful examination of the different
facts or details of something.
• Job analysis is the detailed and systematic study of
jobs to know the nature and characteristics of the
people to be employed for each job.
• Anatomy of Job.
• Immediate products of Job analysis are:
• Job Description
• Job Specification
3. JOB ANANLYSIS:
• Job analysis refers to the process of systematically
identifying, obtaining and recording all the facts and details
concerning the job through various methods.
• It is based on data analysis.
• It encompasses gathering information related to the
knowledge, skills and abilities which the job holder must
have, to perform the job satisfactorily.
• Job analysis involves identifying and ascertaining all the
duties and responsibilities of the concerned job, along with
materials and equipment required in a job.
• Job analysis helps in placing the right person in the right
job.
4. • 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 Blum, "A job analysis is an accurate study of the
various components of a job. It is concerned not only with an
analysis of the duties and conditions of work, but also with the
individual qualifications of the worker.“
• Scott, Clothier and Spriegel, "Job analysis is the process of
critically evaluating the operations, duties and relationship of the
job.“
• According to Michael J. Jucius, "Job analysis refers to the process
of studying the operations, duties and organisational aspects of
jobs in order to derive specification or, as they are called by
some job description"
6. •Job description –the principal product of a
job analyses. It represents a written summary
of the job as an identifiable organization unit.
•Job specification – a written explanation of
the knowledge, abilities, skills, traits and
other characteristics (KASTs) necessary for
effective performance on a given job.
7. Objectives of job analysis:
•Work simplification: - Job analysis provides the
information related to job and this data can be used to
make process or job simple. Work simplification means
dividing the job into small parts i.e. different operations in
a product line or process which can improve the
production or job performance.
•Setting up of standards: -Standard means minimum
acceptable qualities or results or performance or rewards
regarding a particular job. Job analysis provides the
information about the job and standard of each can be
established using this information.
•Support to personnel activities:- Job analysis provides
support to various personnel activities like recruitment,
selection, training and development, wage administration,
performance appraisal, safety and health measures etc.
8. When Job Analysis is carried out
1. When an organisation is started.
2. When changes occur which require new
methods and procedures in performing the
job e.g. introduction of new technology.
3. When a new job is created.
9. Uses of job analysis
Human resource planning: Identifying right people at right
time in right place with right skills.
Recruitment, selection and Placement: Matching the job
requirement with skills employees must have.
Training & development: As per the requirement of jobs.
Performance appraisal: To set the standard of performance.
Job evaluation: Measuring the worth of jobs.
Job design: Helps in designing and redesigning of jobs based
on work specialisation, work improvement etc.
Safety and Health: To identify hazards in workplace and
communicate the working environment to the employees.
Industrial relations
Employee counselling
12. Job Description
● The preparation of job description
is necessary before a vacancy is
advertised.
● It can be defined as the factual
statement of job contents in the
form of duties and responsibilities
of a specific job.
13. Definition of Job Description
● Edwin Flippo: “Job Description is
an organized factual statement of
the duties and responsibilities of a
specific job. It should tell what is to
be done, how it is done and why.”
14. Job description- Reasons
•A job description, is a written description of
what the job entails.
•Written statement of what the worker
actually does, how he does or she does it,
and what the working conditions are.
•job description clarifies work functions and
reporting relationships, helping employees
understand their jobs.
•Job descriptions aid in maintaining a
consistent salary structure.
•Performance evaluations may be based on
job descriptions.
15. Contents of Job description
Job title
Job location
Job summary
Responsibilities and Duties to be performed
Machine, tools and equipment if required
Working condition/ environment
Relationship with other jobs
Nature of Supervision given or received.
16. Job identification
•Job title/job identification -Includes:
•Job title
•location of the job in terms of department,
division or section.
•May also include immediate supervisor’s
title
•Information regarding salary and /or pay
scale
•grade/level of the job
17. Job summary
•Brief one or two sentence statements
describing the purpose of the job and what
outputs are expected from the incumbents.
•Describes general nature of the job and
includes only the major functions of the job
or activities e.g. the marketing managers job
is to plan, direct and coordinate the
marketing.
18. Relationships
•Shows job holders relationship with
others inside and outside the company.
Includes:
•reporting to
•Supervises
•Works with
•Outside the company
19. Responsibilities and duties
•List each of the job major responsibilities
separately, and describes it in a few
sentences
•Responsibilities and duties , includes:
•description of the job duties, responsibilities, and
behaviour performed on the job.
•Describe the social interaction associated with
the work ( for example, size of the work group,
amount of dependence in the work)
•This section should also define the limits of the
jobholders authority, including his or her decision
making authority, direct supervision of other
personnel and budgetary limits.
20. Working conditions / Environment
•Description of the working conditions of the
job
• Tools and equipments
• Time
•Speed of work
•Temperature
•Lighting
•Safety
•Ventilation
•Health and accident hazards
•Noise levels
21.
22. Job Specification
● Job specification is based on job
description.
● It translate the job description into human
qualification.
● It is a written statement of qualifications,
traits, physical and mental characteristics
that an individual must possess to
perform the job duties and discharge
responsibilities effectively.
23. Definition of Job Specification
● Edwin Flippo: “Job Specification is a
statement of minimum acceptable
human qualities necessary to
perform a job properly”.
● It serves as a guide while hiring
someone.
24. Job specification
•It is a statement of employees characteristics and
qualification required for satisfactory performance
of defined duties and tasks comprising a specific
job or function.
•It addresses the question “what personal traits and
experience are needed to perform the job
effectively”
•the JS is specifically useful in offering guidance for
recruitment and selection e.g. the job for HR
manager would require a university degree, six year
of experience in HRM
25. Components of a Job Specification
•Educational qualification and experience.
•Personal characteristics such as appearance, age,
gender, and extra co-curricular activities.
•Physical characteristics such as height, weight,
chest, vision, hearing, health, voice poise, and hand
and foot coordination, (for specific positions only)
•Mental characteristics such as general intelligence,
memory, judgment, foresight, ability to concentrate,
special skills, etc.
•Social and psychological characteristics such as
emotional ability, flexibility, manners, maturity,
initiative, interpersonal ability, attitude, values,
creativity etc.
26.
27.
28. Accountant
• Responsibilities:
• Complying with all company, local, state, and federal accounting and
financial regulations.
• Compiling, analyzing, and reporting financial data.
• Creating periodic reports, such as balance sheets, profit & loss
statements, etc.
• Presenting data to managers, investors, and other entities.
• Maintaining accurate financial records.
• Performing audits and resolving discrepancies.
• Computing taxes.
• Keeping informed about current legislation relating to finance and
accounting.
• Assisting management in the decision-making process by preparing
budgets and financial forecasts.
29. • Accountant Requirements:
• Bachelor’s degree in Accounting or related field.
• More education or experience may be preferred.
• Special licenses or certification may be required.
• Strong analytical, communication, and computer skills.
• Understanding of mathematics and accounting and financial
processes.
• Ethical behavior.
• Attention to detail.
30. Inventory Manager
• Responsibilities:
• Design and implement an inventory tracking system to optimize
inventory control procedures.
• Examine the levels of supplies and raw material to determine
shortages.
• Document daily deliveries and shipments to update inventory.
• Prepare detailed reports on inventory operations, stock levels, and
adjustments.
• Evaluate new inventory to ensure it’s ready for shipment.
• Perform daily analysis to predict potential inventory problems.
• Order new supplies to avoid inefficiencies or excessive surplus.
• Analyze different suppliers to obtain the best cost-effective deals.
• Recruit and train new employees.
31. • Requirements:
• Bachelor’s degree in Business Administration, Finance or relevant
field.
• A minimum of 5 years’ experience in a similar role.
• Solid knowledge of data analysis, inventory management software,
and forecasting techniques.
• An analytical mind with strong attention to detail.
• Outstanding organizational and problem-solving skills.
• Excellent communication and leadership abilities.
32. Advertising Manager
• Responsibilities:
• Overseeing advertising department operations and staff members.
• Working with staff members, clients, or an ad agency to establish and
meet projects goals and establish and enforce budgets and timelines.
• Developing advertising strategies to increase buyer interest in
products or services.
• Monitoring project progress from planning to execution to ensure it
remains focused and evaluate its effectiveness.
• Negotiating contracts specifications and terms with clients or other
external parties.
• Initiating and directing research efforts.
• Collecting and analyzing data and presenting it to other parties,
including management and clients.
• Participating in the hiring and evaluating employees within the
advertising department.
• Providing expert advice on marketing and advertising methods for
33. • Advertising Manager Requirements:
• Bachelor’s degree in advertising, marketing, or related field.
• 2+ years of experience in relevant field, management experience may
be preferred.
• Understanding of design and marketing principles and techniques.
• Ability to develop strategies based on industry trends and
developments.
• Exceptional organizational and multitasking skills, especially when
working with multiple projects/teams.
• Excellent management, negotiation, listening, and verbal and written
communication skills.
• Decisiveness and strong problem solving skills, especially under
stress.
• Ability to develop and maintain relationships.
• Solid sales and presentation skills.
• Additional skills, experience, or expertise may be strongly desired or
required.
