Job analysis is the process of studying and collecting information about specific jobs. It involves describing job duties, responsibilities, qualifications, and working conditions. This information is used to facilitate proper recruitment, selection, placement, training, and other human resource functions. Job evaluation is the systematic process of determining the relative worth of jobs in relation to each other. It identifies compensable factors and evaluates jobs using methods like ranking, grading, or point rating to determine appropriate pay levels. Job analysis and evaluation help create internal pay equity and support organizational success.

1. Presented by
Vikas,Dhayanandha,Shanmukha,Vishwas,Sandeep

2. *
 Job Analysis
“Job Analysis is the process of studying and collecting
information relating to the operations and
responsibility of a specific job”.
 Job Evaluation
“Job Evaluation is a systematic and orderly process
of determining the worth of a job in relation to other
jobs”.

3. *
Job
Analysis
Job
Descriptions
Job
Specifications
The process of
getting detailed
information
about jobs.

4. *
JOB DESCRIPTION
•Job Identification
•Job summary
•Job duties and responsibilities
•Working conditions
•Machines tools and equipment's
•Social environment
•Supervision
•Related to other job.

5. *
•Qualifications
• Experience
•Physical characteristics
•Psychological characteristics
•Social characteristics

6. *
Job
Analysis
Observation
InterviewQuestionnaires

7. *
1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical
examination
5.Facilitates scientific selection
placement and orientation
6.Facilitates scientific promotions and
transfers

8. *
The process of determining how much a job should
be paid, balancing two goals
 Internal Equity
 External Competitiveness

9. *
Performs 3 main functions:
*Identifies 10-15 key benchmarks
*Selects some compensable factors
*Evaluate the worth of each job via
one of the methods.

10. *
• Ranking or job comparison
• Grading or job
classification
Non-
quantitative
• Point rating
• Factor comparisonQuantitative

11. *Job Ranking
The importance of order of job
is judged in terms of duties,
responsibilities and demands on
the job holder.
For example,

12. *
 System of job evaluation by which jobs are classified and
grouped according to a series of predetermined wage
grades.
 For example,
Class I
Executives
Office Manager,
Deputy office
manager,
Departmental
supervisor.
Class II
Skilled workers
Purchasing
assistant, Cashier,
Receipts clerk.
Class III
Semiskilled
workers
Machine-
operators,
Switchboard
operator.
Class IV
Semiskilled
workers
File clerks, Office
boys.

13. *

14. *
Reduction in inequalities in salary
Specialization
Helps in selection of employees
Standardization
Improvement, Selection and promotion procedures

15. *
Employee Satisfaction is Organization’s Success