A good job analysis lays the foundation of a good staffing process. Making a sound Job description, a sound Job Specification are a key fundamentals.

1. JOB
& DESIGN
Ms. Anubha Rastogi
Astt. Prof, Vidya School Of Business
2015-16

2. Job analysis is a systematic exploration of the activities within a
job.
• it defines and documents the duties, responsibilities, and accountabilities
of a job and the conditions under which a job is performed
Job Analysis
• Job - Consists of 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;
there is a position for every individual in an organization
• Job analysis - Systematic process of determining the skills, duties, and
knowledge required for performing jobs in an organization
• Job description – document providing information regarding tasks, duties, and
responsibilities of job
• Job specification – minimum qualifications to perform a particular job

3. 3
Types of Job Analysis Information
• Work Activities – work activities and processes; activity records (in film
form, for example); procedures used; personal responsibility
• Worker-oriented activities – human behaviors, such as physical actions and
communicating on the job; elemental motions for methods analysis;
personal job demands, such as energy expenditure
• Machines, tools, equipment, and work aids used
• Job-related tangibles and intangibles – knowledge dealt with or applied (as
in accounting); materials processed; products made or services performed
• Work performance – error analysis; work standards; work measurements,
such as time taken for a task
• Job context – work schedule; financial and nonfinancial incentives; physical
working conditions; organizational and social contexts
• Personal requirements for the job – personal attributes such as personality
and interests; education and training required; work experience

4. Job analysis methods
1. observation– job analyst watches employees directly or reviews film of
workers on the job
2. individual interview– a team of job incumbents is selected and
extensively interviewed
3. group interview– a number of job incumbents are interviewed
simultaneously
4. structured questionnaire– workers complete a specifically designed
questionnaire
5. technical conference– uses supervisors with an extensive knowledge
of the job
6. diary– job incumbents record their daily activities
The best results are usually achieved with some combination of methods.

5. Job Analysis
understand the purpose
of the job analysis
understand the roles of
jobs in the organization
seek clarification
develop draft
review draft
with supervisor
benchmark positions
determine how to collect
job analysis information
JD & JS

6. labor
relations
safety &
health
HR
planning
Job Analysis
Almost all HRM
activities are tied
to job analysis; it is
the starting point
for sound HRM.
job analysis
job description
job specifications
performance
management
compensation
employee
training
employee
development
career
development
recruiting
selection

7. 7
Job Analysis: A Basic Human Resource Management Tool
Tasks Responsibilities Duties
Job
Analysis
Job
Descriptions
Job
Specifications
Knowledge Skills Abilities
Human Resource
Planning
Recruitment
Selection
Training and
Development
Performance Appraisal
Compensation and
Benefits
Safety and Health
Employee and Labor
Relations
Legal Considerations
Job Analysis for Teams

11. So Job Analysis Gives
1. Worker Characteristics
2. Worker Requirements
3. Experience Requirements
4. Occupation-specific Information
5. Workforce Characteristics
6. Occupational Requirements
Job Design

12. Job Design
• Process of determining the specific tasks to be
performed, the methods used in performing these
tasks, and how the job relates to other work in the
organization
Job design is how a position and its tasks are organized.
 great job design enriches and motivates through skill variety, task identity
task significance , autonomy , feedback from job itself.
flexible work schedules keep employees motivated and loyal flex time job
sharing telecommuting
part of HR planning and job analysis is finding team members with
technical and interpersonal skills

13. 13
Job Design
• Job enrichment - Basic changes in the content and
level of responsibility of a job, so as to provide
greater challenge to the worker
• Job enlargement - Changes in the scope of a job to
provide greater variety to the worker
• Reengineering – Fundamental rethinking and radical
redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of
performance, such as cost, quality, service and
speed