2. CONCEPT
• It is the process of determining and recording all important
information about information a specific job including the
task involved , knowledge and the skill required to perform
the job successfully.
• It the method and procedure employed to determine the
duties, responsibilities, working condition and working
relationship of and between job and the required
qualifications of employee is called job analysis .
• It is systematic process of determining the
skill, duties, qualifications and knowledge required for
performing job in the organization
3. DEFINITON
The U.S.department of labour defined job analysis as, “the process of determining, by
observation and study and reporting pertinent information
relating to the nature of a specific job, it is the
determination of the task which comprise the job and of the
skill, knowledge, abilities and responsibilities required of
worker of a successful performance and which differentiate
one job from all other”
4. OBJECTIVE
Job redesign –
it manly done cope up with changing environment and
here job analysis helps to do .
Works standards –
In order to establish job and time standards, a job has to be
analyzed in detail. A systematic study of the reveals the
time that should be taken in performing the total task.
Miscellaneous –
Job analysis provide support to other activities like
recruitment, selection and development, performance
appraisal etc.
6. COPMONENTS
1. Job description –
This is a written statement that states the
tasks, duties, responsibilities, working condition, machines
and equipment used and details of physical environment of
job the include following types information.
• Job identification
• Job summary
• Specific responsibilities, duties and activities
• Working condition and environment
7. 2. job specification –
The job specification is thus a statement that usually
contains information on such items that are essential
requirement contains
information, experience, training, judgment, initiative, physi
cal effort, physical skill, communication skills.
3. Performance standards –
It is statements of what activities are to be
performed, performance standards make explict the
quantity and for quality of performance expected in baic
tasks indicated in the job description.
9. USE OF JOB ANALYSIS
• Designing the human resource information system
• Organization man power planning Recruitment,
• Selection and placement
• Job classification and evaluation
• Employee training and management development
• Safety and health
