JOB ANALYSIS.pptx

1. JOB ANALYSIS

2. LEARNING OBJECTIVE
 Understand what is job analysis
 To get knowledge how job analysis
can be a competitive tool
 Process of job analysis
 Methods of job analysis

3. WHAT IS JOB ANALYSIS
 Job analysis is the process of collecting job
related information. Such information helps
in the preparation of job description and job
specification.
 A job analysis is NOT an evaluation of the
person currently performing the job .

4. IT IS A STUDY OF THE FOLLOWING FACTORS:
 The work to be performed
 The skills required for that job
 Resources required for that particular job
 Under what working conditions

5. JOB ANALYSIS & COMPETITIVE
ADVANTAGE
 Lays foundation for HRP
 Lays foundation for employee hiring
 Lays Foundation for T&D
 Lays foundation for performance Appraisal
 Fixation of Wages & Salaries
 Safety & Health

6. What is to be done?
How is it to be done?
Why is it done?
A job analysis requires the
answers to the following
questions???

10. Methods of Job Analysis
There are two basic methods of conducting a job
analysis. The two approaches are:
Job or task focus
Employee or behavior focus

11. All tasks and
responsibilities related to
the position must be
considered when
identifying the skills or
knowledge required by a
particular job
JOB OR
TASK FOCUS

12.  The information collected
will centre on the human
behavior that is used to
get the job done.
 This method identifies
any skills or qualifications
that the person doing the
job would require to be
successful.
EMPLOYEE FOCUS

14. JOB DESIGN
“Job Design involves systematic attempt to
organize tasks ,duties and responsibilities into
a unit of work to achieve certain objective”.
 The process of defining how work will be
performed and what tasks will be required in a
given job.
Factors affecting job designing
 Organizational factors
 Environmental factors
 Behavioral factors

15. 3 STEPS IN JOB DESIGN
 The specification of individual tasks
 The specification of the methods of performing
each tasks, &
 The combination of tasks into specific jobs to be
assigned to individuals.

16. APPROACHES TO JOB DESIGN
 Traditional approach
 Scientific management approach
 Human relations approach
 Job characteristics approach
 Socio- technical system approach

17. METHODS TO JOB DESIGN
JOB ROTATION
Rotating from job to job within an
organization.
JOB ENLARGEMENT
Adding more tasks to the job:
Horizontal Loading
JOB ENRICHMENT
Making jobs more meaningful and
Challenging

18. METHODS TO JOB DESIGN
WORK TEAMS
Large task that is completed by a
group of specific task Assignments.
AUTONOMOUS WORK
GROUPS
Work teams are given a goal to achieve
and the control over its
accomplishment.

19. CONTEMPORARY ISSUES IN JOB
DESIGN
 TELECOMMUTING
 ALTERNATIVE WORK PATTERN
 TECHNOSTRESS
 TASK REVISION
 KNOWLEDGE WORK

20. JOB
EVALUATION

21. WHAT IS JOB EVALUATION?
 It is the process of analyzing and assessing the
various jobs systematically to ascertain their
relative worth in an organization.
 It is evaluated on the basis of its contents and
are placed according to their importance.
 It helps in designing a proper pay structure.

22. Principles of Job evaluation
 Rate the job but not the employee.
 Tasks selected should be easily understood, defined clearly and
properly selected.
 Supervisors should be encouraged to participate in rating the
jobs.
 Encourage employee cooperation to participate in the rating
program.
 Consensus with the supervisors and employees on rating.
 Should be a collective effort, chance for equal representation
from all departments.

24. METHODS OF JOB EVALUATION
1. ANALYTICAL METHODS
 Point Ranking method
 The point factor method uses specific factors to
determine the relative value of a JOB compared to the
others in the organization.
 Factor comparison method
 This method involves ranking of JOBS in respect of
certain factors and usually involves the assigning
of MONEY. Factors like skill, mental and educational
requirements, physical requirements and
responsibility, working conditions

25.  This method involves putting all JOBS in an
organization in rank order of importance based
upon their contributions towards the achievement
of an organization's goals.
Job-grading method or classification method
 In this method, a series of classes and grades
are defined. Each class will describe a group of
jobs.
2. NON- ANALYTICAL METHODS
 Ranking method

29. Advantages of Job evaluation
 Reduction in inequalities in salary structure
 Specialization
 Helps in selection of employees
 Harmonious relationship between employees and
manager
 Standardization
 Relevance of new jobs