The document outlines the importance of job analysis in human resource management, defining it as the process of collecting information on job duties, responsibilities, skills, and work environment. It details various methods of conducting job analysis, including observation, interviews, questionnaires, and work diaries, along with their advantages and disadvantages. The information gathered through job analysis is fundamental for creating job descriptions, employee selection, training, and performance evaluations.

1. What is a job?
 J0b
 Group of related activities and duties
 Made up of tasks
 Tasks
 Basic elements of jobs
 “what gets done”

2. STAGES OF HRM
Induction
Placement
Selection
Recruitment
Human Resource Planning
JobAnalysis
2

3. The JOB ANALYSIS
 A job analysis is the process used to collect
information about the duties, responsibilities,
necessary skills, outcomes, and work environment of
a particular job.
 Process of defining a job in terms of its component
tasks or duties and the knowledge or skills required to
perform them
DECISION IS MADETO CHECKTHAT:
Whether already existing post is valuable or not.
To create a Post.

5. Steps in Job Analysis
Process
1. Job descriptions—Task requirements
 Statement that explains duties working conditions,
etc. of a job
2. Job specifications—Person requirements
 Statement of what a job demands of the employee
 E.g., knowledge, skills, abilities (KSAs) and other
characteristics required to perform job

6. 3. Performance standards
 What is expected of workers
 JA may provide performance standards for job
where performance is readily quantified,
measurable, etc.
 All of these uses form foundation for
various HRM systems

7. Important Applications of
Job Analysis
 The Job Analysis provides the foundation for
almost everything HR is involved in.
 Job Descriptions
 Employee Selection
 Training
 PerformanceAppraisals
 Job Classification
 Job Evaluation
 Job Design and Redesign

8. Reasons For
Conducting
Job Analysis
 Training & Development
 Staffing
 Compensation
& Benefits
 Safety and Health
 Employee and
labor relation ship

9. METHODS
 Direct observation
 Interview of existing post
holder
 Interview of immediate
supervisor
 Questionnaires
 Previous studies
 Work dairies

10. Methods of Job Analysis:
Observation
 Information Source
 Observing and noting the physical activities of
employees as they go about their jobs
 Advantages
 Provides first-hand information
 Reduces distortion of
information

11. Observation:
 Disadvantages:
 Time consuming
 Difficulty in capturing entire job cycle
 Of little use if job involves a high level of mental
activity
 Observer’s Difference of mental disposition.
 Analyst’s caliber should match employee’s caliber

12. Methods of Job Analysis:
The Interview
 Information Sources
 Individual employees (existing job holder)
 Immediate boss (Supervisors )
with knowledge of the job.
 Interview format
Structured
Unstructured

13. The Interviews:
 Advantages
 Quick, direct way to find
information that is required.
 Disadvantages
 Exaggeration or depreciation of importance of job
 Attitude may not be supportive.
 Difference in perception, attitude and aptitude of the
interviewee.
 Lack of communication.
 Analyst’s caliber should match employee’s caliber.

14. Methods of Job Analysis:
Questionnaires
 Information Source:
Have employees fill out questionnaires to describe their
job-related duties and responsibilities.
 Questionnaires format:
1. Structured checklist.( to identify the task
performed)
2. Open ended questions

15. Questionnaires
 Advantages
 Quick and efficient way to gather information from
large numbers of employees
 Quick and economical to use
 Disadvantages
 Expense and time consumed in preparing and testing
the questionnaire.
 Becomes less useful where the employees lack verbal
skills.

16. Methods of Job Analysis:
Previous studies
 Information source:
Past record of any employee.
The analyst keeps the past record of the employees
and keeps the previous experiences and issues
related to the job analysis process of the
organization.

17. Previous studies
 Advantages
Easy to use this method.
Helps to find out that whether it is beneficial or
not
 Disadvantages
Wrong assessment of previous post
Bad performance of previous employee

18. Methods of Job Analysis:
Work Diaries
 Information Source
 Workers keep a chronological diary/ log of what they
do and the time spent on each activity.

19. Work Diaries
 Advantages
 Produces a more complete picture of the job
 Employee participation
 Maintained on daily basis.
 Disadvantages
 Distortion of information
 Depends upon employees to accurately recall
their activities

20. Methods of Job Analysis:
Manager trying the job
 This method is used to check the new post.
 In this method the manager start a new job to
check that whether this job is beneficial or not.
 It’s a risky step to take because it may cause
many fundamental problems.

21. Advantages and disadvantages
 Advantages:
1. Very fruitful if the manager is an experienced
analyst and strategic risk taker.
 Disadvantages:
1. Very expensive
2. Risky
3. Time consuming

22.  The person who conducts job analysis is
interested in gathering data on what is
involved in performing a particular job.
 Types of data collected, that may help in
analysis are,
(WORK ACTIVITIES,WORK PERFORMANCES,WORK
SCHEDULES,PERSONAL REQUIRMENTS).

23. Human resource experts
cannot rely on individual
job analysis techniques so
normally all the methods are
used collectively.