Job analysis is the process of studying and collecting information about the operations, responsibilities, duties, and organizational aspects of specific jobs. It provides a detailed analysis of the job title, required skills and qualifications, tasks and duties, tools and equipment used, and relationships with other roles. The objectives of job analysis include work simplification and improvement of productivity, establishing work standards and performance expectations, and providing data to support human resource functions like recruitment, selection, training, and performance evaluation. Job design is the process of structuring job content, responsibilities, relationships, and methods to improve technical efficiency and job satisfaction by creating a good match between job requirements and human attributes.

1. Job analysis
 Definition of job analysis
“Job analysis is the process of studying and
collecting information relating to the operations and
responsibilities of a specific job.”
FLIPPO
Meaning of job analysis
 Job analysis refers to the process of studying the
operations, duties and organizational aspect of jobs in
order to derive specifications.

2. Contents of job analysis
 Thus job analysis is the process of job study.it provides
the analysis with the basic raw data pertaining to specific
jobs.
 The job Identification: Its title and code numbers, etc.
 Distinctive features of the jobs its location, physical
setting supervision, hazards and discomforts, if any.
 Duties and responsibilities of the workers.
 What materials and equipment’s are needed?
 Required personal qualities.
 Job relationship.

3. Objectives of job analysis
Job redesign:
 A job may be analyzed to simplify the process and
methods involved in it. Such work simplification
helps to improve productivity.
Work standards:
 In order to establish job and time standards, a job
has to be analyses in detail. A systematic study of
the job reveals the time that should be taken in
performing the total task .once the time
requirement become known standards relating to
daily performance can be established.

4. Miscellaneous:
 Job analysis provides support to other human
resource activities such as recruitment, selection,
training, performance appraisal, job evaluation,
safety etc.

5. Job Design
 Concept of Job Design
 Job design is the process of deciding on the contents
of job in terms of its duties and responsibilities.
 In the methods to be used in carrying out the job
design ,in terms of techniques, systems and
procedures and on the relationship that should exit
between the jobholder and his superiors,
subordinates and colleagues.

6.  It is a deliberate and systematic attempt to structure
the technical and social aspects of work so as to
improve technical efficiency and job satisfaction.
 Job design is an attempt to create a match between
job requirement and human attributes.
 It involves both organizing the components of the
job and the interaction patterns among the members
of work group.

7. Objective of job design
 The main objective of job design is to integrate the
needs of the individual and the requirement of the
organization.
 Needs of employees include job satisfaction in terms
of interest, challenge and achievement?
 Organizational requirement refer to high
productivity, technical efficiency and quality of work.

8.  Today, educated and creative employees demand
well designed jobs.
 Therefore, increasing attempts are being made to
redesign jobs so as to improve the quality of work
life.
 A systematic body of knowledge on the designing
of jobs has been developing after the industrial
revolution in the large scale enterprises.