This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.

1. Job analysis, Job Description and Job
Specification
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2. JOB ANALYSIS
 A defined data collection and analysis procedure through which
information about job tasks and job requirements are obtained.
 In selecting an applicant for a job, the selectors need to know what the
job involves:
 the key tasks, objectives and responsibilities (Job Description)
 the attributes (abilities, experience, personality, etc.) required for
successful performance(Person Specification)
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3. Reasons for Conducting Job Analysis
 Staffing
 Training And Development
 Compensation and Benefits
 Safety and Health
 Employee and Labor Relations
 Legal Considerations
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4. Uses of Job Analysis Information
 Human Resource Planning
 Recruitment and Selection
 Placement and Orientation
 Training
 Counseling
 Compensation
 Performance Appraisal
 EEO (Equal Employ Opportunity) Compliance
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5. Process of Job Analysis
1. Information Collection
2. Review Background Information
3. Selection Of Representative Position To Be Analyzed
4. Analysis Of Jon By Collecting Data
5. Develop Job Description
6. Develop Job Specification
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7. Job Description
 Job description is a written statement of what the jobholder
actually does, how he or she does it, and under what
conditions the job is performed.
 Job descriptions describe the job and not the individual
who fills the job.
 They are the result of job analysis within a given
organization and are essential to the selection and
evaluation of employees.
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8. Principles of writing up effective job
description
 Arrange duties and responsibilities in logical orders.
 State duties and responsibilities clearly and concisely
 Limit the use of the word ''may''
 Be specific to show kind of work, complexity, skills required, and
use action words as analyze, gather….
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9. Change and updating the job
description.
 Whenever significant changes are introduced into the requirements
and responsibilities.
 When many changes in the dynamic environment of health care
agency.
 Many organizations schedule a periodic audit of all jobs to updating
job description
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10.  There is no standard format for writing job descriptions, but most
descriptions include section
i. Job Identification
ii. Job Summary
iii. Relationships, Responsibilities, and Duties
iv. Authority of Incumbent
v. Standards of Performance
vi. Working Condition
vii. Job Specifications
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11. Job Specification
 A job specification is a document containing the minimum acceptable
qualifications that a person should possess in order to perform a
particular job.
 Items typically included in the job specification are educational
requirements, experience, personality traits, and physical abilities.
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12. Ways of developing job specification
 The more popular approach is to base them on educated guesses of people like
supervisors or personnel manager
 The second method is more accurate and is based on statistical analysis .
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13. Job Evaluation
 Job evaluation is defined as a systematic method of appraising the
worth or value of each job in relation to all other jobs in the same
organization.
 It built upon and job analysis and job description
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14. Purposes of job evaluation
 To identify factors or conditions that place one job higher than
another in a value hierarchy.
 To determine the relative worth of each job as a basis for equitable
pay differentials.
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15. METHODS OF COLLECTING JOB
ANALYSIS INFORMATION
 Interview
 Questionnaire
 Observation
 Participant Diary / Logs
 Quantitative Job Analysis Techniques-Position Analysis Questionnaire;
Department of Labor Procedure; Functional job analysis
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16. Source of Data
 Main sources of collection of data for job analysis are as following:
i. Employees
ii. Supervisor
iii. Manager
iv. Job Analyst
v. Outside consultant
vi. Supervisor/Manager
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17. Thank You!!
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