Job analysis is the process of identifying and determining the tasks, duties, skills, and responsibilities of a job. It involves creating job descriptions, which outline the duties of a role, and job specifications, which define the qualifications needed. The purpose of job analysis is to establish job-related procedures for selection, compensation, training, and performance evaluation. It helps organizations hire the right employees for the right jobs and understand the key requirements of different roles.

1. Job analysis
Job descriptions, Job specifications,
strategic planning
By – Tushar Bangani

2. • A job may be defined as a “collection or
aggregation of tasks, duties and responsibilities
which as a whole, are regarded as a regular
assignment to individual employees”.

3. Job Analysis
• This is a process to identify and determine in
detail the particular job duties and
requirements and the relative importance of
these duties for a given job.
• Process where judgments are made about
data collected.
• It involves job specification and job
description

4. Importance of Job Analysis
• The purpose of Job Analysis is to establish and
document the job relatedness' of employment
procedures such as:
– Selection, compensation
– Training
– Performance appraisal

5. Compensation
• Money that is paid to someone in exchange for
something that has been lost or damaged or for
some problem
• The combination of money and other
benefits (= rewards) that an employee receives for
doing their job

6. Training
• Job analysis can be used for training and
needs assessment to identify the following
– Training condition
– Assessment test used to identify effectiveness‘
– Equipment's used in delivering the training

7. Performance appraisal
• Job analysis can be used in performance review to identify and develop
• Goals and objectives
• Performance and evaluation
• Evaluation criteria
• Duties of probationary/trying periods

8. Conclusion
• Job Analysis is very important in every
organization because it helps to know the KSA of
the employees and to hire the right employees
on the right job.
– It involves jobs specification and job description.
– Process where judgments are made about data
collected.
– The purpose of conducting job analysis is for training,
compensation and selection process.
– Aspects to be analyzed include environment,
equipment, and relationships

10. Meaning
• A job description is a document that describes
the general tasks, or other related,
and responsibilities of a position
• It may specify the functionary to whom the
position reports, specifications such as
the qualifications or skills needed by the
person in the job, and a salary range.

11. Importance
• All employees like to know what is expected of them
and how they will be evaluated. Job descriptions can
also be a great value to employers.
• It helps determine how critical the job is, how this
particular job relates to others and identify the
characteristics needed by a new employee filling the
role
• A job description typically outlines the necessary skills,
training and education needed by a potential
employee. It will spell out duties and responsibilities of
the job.

12. Contents
• Job Identification.
• Job Summary.
• Job Duties and Responsibilities.
• Working Conditions.
• Social Environment.
• Machines, Tools and Equipment.
• Supervision.
• Relation to other Jobs.

13. Conclusion
• A job description is a list of the general tasks,
or functions, and responsibilities of position.
Typically, it also includes to whom the position
reports, specifications needed by the person
in the job. 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.

16. JOB SPECIFICATION Example
• MARKETING MANAGER
– Description
• The marketing manager is responsible for the overall
management of the marketing department.
– Experience
• 10 years
• Supervising a staff
– Education
• Bachelors Degree in Marketing or a related field
required
• Masters in Business or Marketing preferred

17. CONCLUSION
• While job description describes activities to be
done , The job Specification list the Knowledge
Skill and abilities (KSA) of individual to
perform job Satisfactorily
• Without proper job analysis by the human
resources department, it is difficult for any
organization to remain competitive and be
able to attract and retain talent.

19. What is Strategic Planning?
• Strategic planning is an organization's process
of defining its strategy, or direction, and
making decisions on allocating its resources to
pursue this strategy.
– What do want to do?
– How do we best excel?
– Where do we want the company to be?

20. Importance
• Requirement for sustained competitive
advantage
• Views things from broader perspective
• Facilitates collaboration

21. Benefits
• Defines Company's vision, mission & future goals.
• Improves awareness of the external & internal
environments and clearly identifies the
competitive advantage.
• Increases managers commitment to achieving
company objectives.
• Improves coordination of activities & more
efficient allocation of company's resources.
• Strengthens the firms performance.