Job analysis is the process of systematically gathering information about the duties, responsibilities, necessary skills, and work environment of a job. It is used to develop job descriptions and specifications and is essential for effective human resource management functions like recruitment, selection, performance management, and compensation. The process involves collecting both qualitative and quantitative data on the tasks, behaviors, qualifications, and performance standards for a job through methods like interviews, questionnaires, and observation.

1. Job Analysis
Procedure through which you determine the duties of jobs and
the characteristics of the people who should be hired for them
Used to develop job descriptions and job specifications
An essential pre-requisite for the effective management of
human resources
Process of gathering relevant information about a job
IT specifies the task involved in a job and factors that
influence the performance of a job
It acts as the basis for decisions involving human resource
planning , recruitment, selection etc
– Job content
– Job context
– Job holder’s requirements

2. Definitions
“job analysis is the process by which data in regard to each job is
systematically observed and noted. It provides information about
the nature of job and the characteristics or qualification that are
desirable in the job holders” -Arun Monappa & Mirza S.S
Job analysis is the systematic process of determining the skills,
duties and knowledge required for performing jobs in an
organization” - R.Wayne Mondy et all

3. The HR specialist collects the following information:
When? Where? How? What qualifications?
– Work activities
– Human behavior
– Machines, tools??
– Performance standards
– Human requirements(education, skills, experience)

4. uses
Recruiting
Performance appraisal
Compensation
training

5. Conducting JA involves a joint effort by HR
managers, employees, and supervisors
Information collected from different people , in
the same job
Nature of the job, how much time spent,
activities, timings ..physical effort, mental effort..
Responsibilities, duties..

6. Job Descriptions
Descriptions - Written statement of:
what the jobholder does
how he does it
under what conditions the job
is performed.
Job Identification: job title, department, reporting
relationship and job code

7. Job description
Job summary
Responsibilities and duties
Authority
Standards of performance
Working conditions
Job specification

8. Frequency
Performed on three occasions:
– When an organization is founded
– When new jobs are created
– When changes are happening

9. Job – a group of tasks that must be performed
for an organization to achieve its goals
Position – collection of tasks and responsibilities
performed by one person

10. Methods of collecting job analysis
information
Interviews
– Group, individual, supervisor
Questionnaires
– Employees..job related..
Observation
– Direct
Participant Diary/Logs
– Ask workers to keep diary

11. Terms related to job
Job enlargement – assigning workers additional
activities
– Ex - IBM – machine operators – do machine setting
and inspection
Job rotation
– Motivation
• Job enrichment – redesigning the job in a way that
increases the opportunities for the worker to experience
feelings of responsibility, achievement, growth..

12. Competency based job analysis – describing the job in
terms of the measurable, observable, behavioral
competencies that an employee doing that job must
exhibit to do the job well
Competencies – skills of a person that enable
performance of a job

13. Traditional JD will discourage the flexibility of behavior, which
companies need. So they shifted to new approaches of writing
JD – competency Based JA and JD
It emphasizes what employees must be capable of doing , rather
than what he/she should perform
Traditional – job is described in terms of duties and responsibilities
– What is to be accomplished
Competency JA – how to accomplish
Traditional JA – job focused, C JA – worker focused, what she is
competent to do