This document discusses job analysis, which involves studying and collecting information about the responsibilities and operations of a specific job. The main goals are to create a job description outlining the key details of the job, and a job specification listing the necessary human qualifications. Job analysis lays the foundation for human resource planning and other functions. It involves strategic choices, gathering job data from various sources, and processing the information to develop the job description and specification.

1. Job Analysis
Defined as the process of studying and collecting information
relating to the operations and responsibilities of a specific job
The main focus of Job analysis is on the Job, not on the
individual holding the job
Products – Job Description & Job Specifications

2. Benefits
1. Lays the foundation for human resource planning
2. Helps to indicate training needs
3. Helps to put together work groups or teams
4. Provide as a basis for recruitment
5. Provide as a basis for compensation
7. Helps to describe the physical needs of various jobs to determine the
validity of discrimination complaints
7. As a basis for coordinating safety and health concerns
8. As an input for strategic planning

3. Job Description
Defined as a statement that explains the job
Include:
 Job Title
 Location
 Job Summary
 Machines, Tools & Equipment to be used
 Materials to be used
 Supervision needed
 Working conditions
 Hazards

4. Job Specification
Defined as a statement that indicates human qualifications necessary to do the job
Include:
 Educational Qualification
 Experience
 Training
 Physical Effort
 Physical Skills
 Communication Skills
 Emotional Characteristics
 Sensory demands such as sight, smell, hearing

5. Job Analysis Process
Strategic Choices
Gather Information
Process Information
Job Description
Job Specification

6. Strategic Choices
Include:
1. Extent of employee involvement
 Depends upon the need of organisation & employees
 Too much employee involvement result in bias in favour of the job
 Less employee involvement creates suspicion among employees regarding
the motive of Job Analysis
2. Level of details of Job Analysis
Depends on – Nature of Job which is analysing
Purpose for which job related details are collected

7. Strategic Choices Cont..
3. Timing and frequency
Conducted when:
 An organisation is newly established
 A new job is created
 Change of Job due to technology change
 For introducing new remuneration plan
 To overcome the inequalities between effort and remuneration
4. Past-oriented versus Future-oriented
Exists a need because of the rapid change of technology

8. Strategic Choices Cont..
5. Source of Job data
Categorised as
A. Non- human sources
Include:
i. Existing job descriptions and specifications
ii. Equipment maintenance records
iii. Equipment design blueprints
iv. Films of employee working
v. Training manuals, magazines & newspapers
B. Human sources
Include:
i. Job analysts
ii. Job incumbents
iii. Supervisors
iv. Job experts

9. Gathering information
Involves 3 steps
Include
1. Type of data to be collected
Depends upon:
i. Enduse of information
ii. Time and budget constraints
2. Methods of data collection
Include:
i. Interview
ii. Questionnaires
iii. Checklists
iv. Technical conference
v. Diary methods
Quantitative Techniques
i. Position Analysis Questionnaire
ii. Management Position Description Questionnaire
iii. Department of Labour Procedure
iv. Functional Job Analysis

10. Processing Information
Refers to the analysis of the collected information through various means that
should result in Job description and Job specification

11. Job Design
Refers to the process of assigning tasks to the job, including interdependency of
those tasks with other jobs
Job design follows Job analysis
Involves 3 steps:
1. Specification of individual tasks
2. Specification of methods performing each task
3. Combination of tasks into specific jobs to be assigned to individuals

12. Job Design- Factors Affecting
Include:
1. Organisational
i. Characteristics of tasks
ii. Work flow
iii. Ergonomics
2. Environmental
i. Employee Ability and Availability
ii. Social and Cultural Expectations
2. Behavioural
i. Feedback
ii. Autonomy
iii. Whether the job helps to use job holders ability/ not
iv. Variety of jobs to be performed

13. Job Design - Approaches
1. Job Rotation
2. Job Engineering
3. Job Enlargement
4. Job Enrichment
5. Socio- Technical Systems

14. Job Design – Contemporary Issues
1. Telecommuting
Refers to the use of microcomputers, networks and communication systems to
do work from home which was traditionally done in the workplace
2. Alternative Work Pattern
Refers to Job sharing in terms of timing
3. Task Revision
Process of correcting incorrectly defined jobs
4. Knowledge work
Jobs are to be designed such that human brains do have some contribution
rather than a mere repetitive process
5. Business Process Reengineering
Process of making the Company adaptable and oriented towards continuous
change