.

1. JD COLLEGE OF ENGINEERING AND
MANAGEMENT
PRESENTED BY :- AKASH R. DHEWALE
ROLL NO. :- 05
SECTION :- B
DEPT. OF MANAGEMENT STUDIES (MBA)
SUBJECT :- HUMAN RESOURCE MANAGEMENT
TOPIC :- JOB ANALYSIS

2. INTRODUCTION OF JOB ANALYSIS
Definition: - Job analysis is the process of collecting, analyzing,
and interpreting information about a job's content, tasks, and
requirements.
• Importance in HRM:-
-Foundation for various HR functions.
-Ensures effective recruitment, selection, training, and
performance appraisal.
-Facilitates job design and evaluation.

3. OBJECTIVES OF JOB
ANALYSIS
Clarifying job roles and responsibilities:-
-Defines what tasks need to be performed.
-Identifies key duties and responsibilities.
Identifying job requirements:-
-Determines skills, knowledge, and abilities needed for the job
-Specifies qualifications and experience required.
Assessing job performance:-
-Provides criteria for evaluating employee performance.
-Helps in setting performance standards and goals.
Supporting HR functions:-
-Recruitment, selection, training, compensation, and
performance management.

4. METHODS OF JOB ANALYSIS
• 1. Observation method:- Directly observing employees
performing their jobs.
• 2. Interview method:- Conducting interviews with jobholders,
supervisors, and managers.
• 3. Questionnaire method:- Distributing questionnaires to
employees to collect job-related information.
• 4. Work sampling:- Employees maintain a diary of their activities
and tasks.
• 5. Critical incidents technique:- Focuses on critical behaviors
that lead to success or failure in a job.

5. USES OF O JOB ANALYSIS
• 1. Recruitment and selection:- Identifying job
requirements for job postings and candidate assessment.
• 2. Training and development:- Designing training
programs based on job requirements and employee
needs.
• 3. Performance appraisal:- Establishing performance
criteria and evaluating employee performance.
• 4. Compensation and benefits:- Determining salary
levels, job classifications, and employee benefits.
• 5. Job redesign and job evaluation:- Restructuring jobs
for efficiency and assessing job worth.

6. STEPS IN JOB ANALYSIS
• 1. Preparation:- Define objectives and select appropriate
methods.
• 2. Collection of data:- Gather information through
observation, interviews, and questionnaires.
• 3. Processing data:- Analyze and organize collected data.
• 4. Review and validation:- Verify accuracy and
completeness of information with jobholders and
supervisors.
• 5. Documentation:- Prepare job descriptions and
specifications.
• 6. Maintenance:- Regularly update job information to
reflect changes.

7. JOB DISCRIPTION
• Definition:- A written statement that
describes the duties, responsibilities, and
requirements of a job.
• Components:-
-Title
-Duties and responsibilities
-Qualifications - Reporting relationships
-Example of a job description template

8. JOB SPECIFICATION
• Definition: A statement of the qualifications,
skills, knowledge, and experience required for
performing a job.
• Components:-
-Qualifications
-Skills
-Experience
-Education
-Example of a job specification template

9. CHALLENGE IN JOB ANALYSIS
• Subjectivity and bias:-
Different perspectives of jobholders and
supervisors.
• Keeping job information up-to-date:-
Changes in job roles and responsibilities.
• Time and resource constraints:-
Time-consuming process requiring dedicated
resources.
• Difficulty in analyzing non-routine jobs:-
Jobs with varied tasks and responsibilities.

10. CONCLUSION
• Recap of key points covered:-
-Importance of job analysis in HRM.
-Methods and uses of job analysis.
-Steps involved in conducting job analysis.
• Encouragement for implementation in HR
practices:- Job analysis lays the groundwork for
effective HR management and organizational
success.