Job analysis is a process used to determine the nature of specific jobs within an organization. It involves observing and studying jobs to report pertinent information. This information is then used for recruitment, selection, job evaluation, designing compensation packages, and assessing training needs. The key steps in job analysis are collecting background information, selecting positions to analyze, gathering data on jobs, creating job descriptions, and developing job specifications. Common methods for collecting job analysis data include personal observation, questionnaires, log records, interviews, and critical incidents reports.

1. PRESENTED BY
SIMRAN KAUR

2.  Job analysis is a procedure by which pertinent information is obtained about a job
 It is process of determining, by observation and study, and reporting pertinent
information relating to the nature of a specific job
 It is a part of overall work planning also known as ‘work design’ which involves
analysis, measurement, control, design and redesign of different jobs in the
organization
 It is a primary tool in personnel management

3.  Recruitment and selection
 Job evaluation
 Job designing
 Deciding compensation and benefits packages
 Performance appraisal
 Analyzing training and development needs
 Assessing the worth of a job
 Organizational productivity

4.  Job identification
 Significant characteristics of job
 What the typical worker does
 Which materials and equipments a worker uses
 How a job is performed
 Required personnel attributes
 Job relationship

5. Step 1: Collection of background information
Step 2: Selection of representative position to be analysed
Step 3: Collection of job analysis data
Step 4: Job description
Step 5: Developing job specification

6.  Personal observation
 Sending out questionnaires
 Maintenance of log records
 Personnel interviews
 Critical incidents