Job analysis is a process to identify the duties, requirements, and relative importance of duties for a specific job. It is essential for human resource functions like planning, evaluation, recruitment, selection, placement, training, performance management, promotion, and compensation. The job analysis process involves gathering job information through techniques like observation and interviews. This information is used to create a job description detailing the purpose, tasks, and responsibilities of the role, and a job specification outlining required skills and qualifications. Conducting regular job analysis helps organizations hire the right people for the right jobs.

1. HUMANITIES AND MANAGEMENT SCIENCE
MADAN MOHAN MALAVIYA UNIVERSITY Of TECHNOLOGY,GORAKHPUR
PRESENTED BY-
AMIT KUMAR 2019213010
UNDER GUIDENCE OF -
Dr. RAJESH SINGH
JOB ANALYSIS And JOB DESIGN

2. Presentation Outline
 To know what job analysis is
 Need of Job Analysis
 Process of Job Analysis
 Techniques of Job Analysis
 Conclusion

3. What is Job Analysis
 This is a process to identify and determine in details of the particular
job duties and requirements and the relative importance of these
duties for a given job.
 Right Person forthe
 Right Job at the
 Right Time and In a
 Right Place.

5. Need of jobs analysis
 Job analysis is an essential element of any human resource management programme
The information generated through it is vital for various human resource function . The
specific purpose and uses of job analysis are as follow :-
 Human Resource Planning
 Job Evaluation
 Recruitment and Selection
 Placement and Orientation
 Training and Development
 Performance Appraisal
 Promotion and transfer
 Compensations Management
 Job Design

6. Compensation
 It can also be used in compensation to identify or determine
 Skills level
 Compensable actors
 Work environment
 Responsibilities
Required level of education

7. 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

8. Performance Appraisal
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 Job analysis can be sued in performance review to identify and
develop
Goals and objectives
Performance and evaluation
Evaluation criteria's
Duties of probationary/trying periods

9. Steps to take in jobs Analysis
 There are five steps in job analysis process which are:
 Proper timing for conducting job analysis
 Collecting of information relating to job which includes;
questionnaires, observation and interviews
 Preparing Job Description Forms
 Preparing Job Specification
 Preparing Report to be reviewed by the HR.

10. Process Of Job Analysis
 The process of analyzing a job consists of the following steps :
Information Gathering
Organizing Job Analysis Programme
Analyzing the Uses of Job Information
Follow Job Design
Preparing a Job Description
Developing a Job Specification

11. Techniques of Job analysis


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 A variety of methods are used to collect data relating to a job .
The main methods are:
On the Job Performance
Personal observation
Interview
Questionnaire Method
Technical Conference Method

12. Job Description
 The end product of a job analysis is a documented job description. It is a
functional description of what the entails and defines the purpose and scope of a
job.
 In other words , it is a statement which describe the job in terms of its title,
tasks, obligations, working condition etc.
 It throws light on what ,how and why aspects of the job .
 The main object is to describe each job separately and to set out its priorities
and limits.

13. 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

14. Works cited
 http://www.hr-guide.com/data/G000.html
 Wikipedia
 Human Resource Management
:-Dr. Ajai kr. Singhal (Au)

16. ….THANK YOU !