The document discusses job analysis, which involves determining the duties, tasks, and activities of a job to understand what is required. It defines job descriptions as listing a job's duties and responsibilities, and job specifications as outlining the human requirements, such as education and skills, needed for a job. Job descriptions state what a worker does and working conditions, while job specifications focus on traits for trained versus untrained workers. The document also discusses job enlargement, enrichment, and rotation, and notes the types of information and steps involved in conducting a job analysis.

1. CHAPTER 3
JOB ANALYSIS
The process of obtaining information about jobs by
determining what the duties, tasks or activities.

2. JOB ANALYSIS
• The procedure for determining the duties & skill requirements
of a job & the kind of person who should be hired for it
JOB DESCRIPTION
• A list of a job’s duties, responsibilities, reporting relationship,
working conditions, & supervisory responsibilities-one product
of a job analysis.
JOB SPECIFICATIONS
• A list of a job’s ‘human requirement’, that is the requisite
education, skill, personality & so on-another product of a job
analysis.

3. DIFFERENCES
JOB DESCRIPTION JOB SPECIFICATION
• Statement of the task, duties, • Statement of the needed of
and responsibilities of a job the person who is to perform
to be performed the job
WRITING
JOB DESCRIPTION JOB SPECIFICATION
• A written statement of what the •Specification for trained personnel
worker actually does & what the - focus on traits like length of previous
service, quality of relevant training, &
job’s working conditions previous job performance.
• Sections of typical JD •Specifications for untrained personnel
• Job identification - focus on physical traits, personality,
• Job summary interests, or sensory skills that imply some
potential for performing or for being
• Responsibilities & duties trained to do the job
• Authority of incumbent
• Standards of performance
• Job specification

4. WRITING
JOB DESCRIPTION JOB SPECIFICATION
• A written statement of what • Specification for trained personnel
the worker actually does & - focus on traits like length of previous
service, quality of relevant training, &
what the job’s working previous job performance.
conditions
• Specifications for untrained personnel
• Sections of typical JD - focus on physical traits, personality,
• Job identification interests, or sensory skills that imply
• Job summary some potential for performing or for
being trained to do the job
• Responsibilities & duties • Specification based on judgment
• Authority of incumbent - self-created judgments
• Standards of performance • Specification based on classification
• Job specification - attempts to determined statistically
the relationship between a predictor
or human trait & an indicator or
criterion of job effectiveness

5. JOB ENLARGEMNET
• Assigning workers additional same level activities, thus
increasing the number of activities they perform.
JOB ENRICHMENT
• Redesigning jobs in a way that increases the opportunities for
the worker to experiences feelings of responsibility,
achievement, growth, and recognition.
JOB ROTATION
• Moving a trainee from department to department to broaden
his/her experience & identify strong & weak points to prepare
the person for an enhanced role with the company

6. TYPES OF INFORMATION
COLLECTED
STEP IN JOB ANALYSIS
• Work activities STEP 1 :
• Human behavior Decide how you’ll use the
• Machines, tools, equipment information
& work aids STEP 2:
• Performance standards Review relevant background
• Job context information
• Human requirements STEP 3:
Select representative positions.
STEP 4:
Actually analysis information
STEP 5:
Verify the job analysis
information
STEP 6:
Development a job description
& job specification.

7. PROCESS OF JOB ANALYSIS