Job analysis is the process of collecting information about the duties, responsibilities, skills, and requirements of a particular job. It involves reviewing the responsibilities of current employees in that role, researching similar jobs, analyzing the tasks and responsibilities, and identifying important outcomes. Common methods of job analysis include observation, interviews, questionnaires, and reviewing work records. The results of a job analysis are used to create a job description and job specification. A job description outlines the general duties and responsibilities of a role, while a job specification defines the qualifications, traits, and characteristics needed to perform the job effectively.

1. Akhil Srivastava
Debosmita Ghoshal
Neha Verma
Prasant Kumar
Pravin Mittal
Sandeep Pandey
Shalini Kumari
Tejender Singh

2. Job Analysis refers to various methodologies for
analyzing the requirements of a job.
A job analysis is the process used to collect
information about the duties, responsibilities,
necessary skills, outcomes, and work environment
of a particular job.
It Includes:
Reviewing the job responsibilities of current
employees
Doing Internet research and viewing sample job
descriptions online or offline highlighting similar
jobs

3. Analyzing the work duties, tasks, and responsibilities that need to be accomplished by the
employee filling the position
Researching and sharing with other companies that have similar jobs and
articulation of the most important outcomes or contributions needed from the position.
The more information you can gather, the easier the actual writing of the job description
will be.
The usual Methods of performing Job Analysis include:
Observation
Individual Interviews (with job incumbents)
Group Interviews
Technical Conference/Focus Groups
Questionnaires (either structured or open-ended)
Work Diaries
Critical Incidents
Equipment Design/Process Information
Recording of Job Activities (e.g., keystroke recorders/counters, camera monitors)
Records (e.g., operational logs, maintenance records)

4. Some of the Agents used in conducting Job
Analysis include:
Trained Job Analysts
Supervisors
Incumbents
Cameras/Monitors
Physiological sensors
Digitizing tools for recording physical activities

5.  Lack of top management support
Lack of training of the analyst and incumbent
Use of only one method
Use of single source of data only
Other Problems are:
Lack of participation of all stakeholders
Job-based rather than person-based.
Lack of reward for providing quality information
Insufficient time allowed for the process
Intentional or unintentional distortion from
incumbent
Absence of a review
Time spent of job analysis too lengthy

6. PROCESS OF JOB
ANALYSIS
STRATEGIC CHOICES
GATHER
INFORMATION
PROCESS
INFORMATION
JOB DISCRIPTION
JOB SPECIFICATION

7.  Laying the foundation for Human Resource Planning.
 Laying the foundation for Employee Hiring.
 Laying the foundation for Training & Development.
Laying the foundation for Performance Upraisal.
 Laying the foundation for Salary and Wage Fixation.
 Laying the foundation for Safety and Wealth.

9. A job description is a list of the general tasks, or functions, and responsibilities
of a position.
 It also includes to whom the position reports, specifications such as the
qualifications needed by the person in the job, salary range for the position, etc.
A job description is usually developed by conducting a job analysis, which
includes examining the tasks and sequences of tasks necessary to perform the job.

10. Job title A specific designation of a post
within an organization, normally associated
with a job description that details the tasks
and responsibilities that go with it.
Job duties may also be called Tasks
Performed; may be as lengthy as necessary
to fully describe each essential duty or
responsibility.
 Roles and responsibilities includes
supervisory level, managerial requirements,
and any working relationships and may also
include your corporate/individual objective
Salary and benefits Describe the
compensation type, hourly or salary, and
amount. It includes both standard benefits
and any fringe benefits associated with the
position

11. Recruitment and Selection:
As a mechanism for recruitment (determining qualifications)
Recruit for vacancies
Counsel people on career opportunities and their vocational interests
provide guidelines for the recruitment process
Training and development:
For advising on employee training and development
Identify training requirements
Performance Appraisal:
For establishing and updating performance standards
Establish performance requirements
Identify a performance standard of work that can be measured in terms of
quality, quantity, time and cost;

12. Human resource planning
For reorganization/realignment/reductions in force planning.
For succession planning or organizational development (for example, what
additional tasks can be applied for the growth of the organization as a
whole?).
Human resource information system
Clearly define channels of communication;
Assign occupational codes, titles and/or pay levels to jobs
For developing internal and/or external announcements
People management
Obtain mutual agreement between supervisors and subordinates with
regards to the functions, job content and the performance standard attached
to a specific post.
For assigning jobs.
Compensation:
Job description can be used in compensation to identify or determine:
Job factors of compensation.
Work environment (e.g., hazards; attention; physical effort) etc

13. Job specification: It is a written statement of qualification, traits, physical
and mental characteristics that an individual must possess to perform the job
duties and discharge responsibilities effectively.
1.Job specification information: The first step in a program of job
specification is to prepare a list of all jobs in the company and where they are
located.
2. The second step is to secure and write up information about each of the job
in a company. It includes :
Physical specification: Physical qualification or physical capacities include
physical features like height, chest, vision, chest hearing, ability to lift weight,
health, age, capacity to use or operate machines, tools, equipment etc.

14. Mental specification: Mental specification include the ability to perform,
arithmetic calculations to interpret data, ability to plan, reading ability, judgment,
ability to concentrate, general intelligence, memory, decision making skill, ability
to handle the pressure.
 Emotional and social specification:These include emotional stability,
flexibility, social adaptability in human relationship, personal appearance
including dress, posture, poise, features,and voice required by the job.
 Behavioural specification:These specification include
judgement,research,creativity,teaching ability,maturity,self-reliance etc.
 Employee Specification: Job specification information must be converted into
employee specification information in order to know what kind of person is
needed to fill a job.
Employee specification information include the following:
Age ,Sex ,Educational Qualification ,Experience, Social background, Family
background, Extra curricular activity and Hobbies etc