Job analysis is the process of collecting information about the duties, skills, and requirements of a job. It provides essential information for human resource planning, recruitment, job evaluation, training and development, performance appraisal, job design, compensation, organizational design, and workplace safety. A job analysis identifies the key tasks and responsibilities of a job, the skills and qualifications required to perform the job, and how the job is performed. This information is used to develop job descriptions and job specifications.

2. Job Analysis

3. What is Job Analysis?
• Definition : Job analysis is the process used to
collect information about the
duties, responsibilities, necessary
skills, outcomes, and work environment of a
particular job so as to distinguish it from other
jobs. Job analysis was conceptualized by two
of the founders of industrial/organizational
psychology, Frederick Taylor and Lillian Moller
Gilbreth in the early 20th century.

5. Need?
• It provides the following information:
– Job Identification
– Characteristics of the job
– What a typical worker does and uses
– How is the Job performed
– Required Personnel Attributes
– Job Relationships

6. • Job Description
– Statement that
explains the
duties, working
conditions of a
job, etc.
• Job Specification
• Statement of
what a job
demands of an
employee.
• Example: KSA-
Knowledge, Skills
, Abilities and
other
characteristics
required to
perform a job.

7. Job Description
• Job Description: Organised
statement of job contents, with
duties and responsibiliities of that
job.
– It includes the following:
• Job title or name
• Job Location
• Job Summary
• Duties
• Tools
• Relationship
• Environment

8. Job Specification
• It states the minimum human
qualities/skills needed by a
prospective employee to perform
the job properly. Example:
– Educational Qualifications
– Training and Experience
– Physique and Health
– Personality
– Creativity, etc

9. Description vs Specification
Description
• It is a written statement of
contents of a job.
• Its purpose is to
identify, define and describe
a job.
• Includes:
Titles, Duties, Working
Conditions, Supervisions, R
elationships of that job.
• It is prepared before Job
Specification.
Specification
• It is a written statement of
qualities required for a job.
• Its purpose is to facilitate
recruitment, training of the
people for the job.
• Includes:
Education, Training, Experie
nce, Aptitude, etc required
for the job.
• It is prepared after Job
Description.

10. Process of Job Analysis
• Organisational Analysis: Overview of various jobs, linkages.
• Obtaining Info. About Jobs: List of titles, Type, How, Skills, etc.
• Selecting Representative Jobs(Sample) for Analysis
• Responsibility for collecting Info: External or Internal Help.
• Collection of Data: 1st hand or 2nd hand( Supervisors)
• Developing Job Descriptions
• Developing Job Specifications

13. Introduction
• Integral part of HRM
• Helps in redesigning jobs
• Aid in formation of Organisation Structure
• Planning staffing process
• Organising training programs
• It provides base to everything of HRM
• Lets see all Purposes/benefits of Job Analysis

14. 1. Human resource Planning
• Determines demand of job in terms of
responsibility.
• Helps in determining the number of Jobs and
type of Qualification
• Helps us to know Average Work of Employees.
• Division of work into different jobs.

15. 2. Recruitment
• Provides clear statement of jobs
• Tells about skill and Knowledge
• Helps us to match the job requirements with
workers ability and interests
• Job Duties to be included in advertisement of
vacant position
• Appropriate salary

17. 3. Job Evaluation
• Relative worth of jobs
• Determining base compensation
• Ensures internal pay equity of one job to
another
• Judges the requirement of jobs and its
importance in organisation

18. 4. Training & Development
• Training content
• Training is to help employees gain skills
required to do a particular job
• Methods of Training
• Tests to measure effectiveness of training

19. 5. Performance Appraisal
• Set Goals and objectives
• Set Performance standards
• Length of probationary periods
• Duties to be evaluated
• Evaluation criteria

21. 6.Job Design
• Reduce personnel costs, streamline work
processes,
• Increase productivity and employee
empowerment,
• Enhance job satisfaction and provide greater
scheduling flexibility for the employee.
• Simplify job with too many disparate activities
• Identifies what must be performed, how it will be
performed, where it is to be performed and who
will perform it.

22. 7. Compensation
• Skill levels
• Compensation job factors
• Work environment (e.g., hazards; attention;
physical effort)
• Responsibilities (e.g., fiscal; supervisory)
• Required level of education (indirectly related
to salary level

23. 8. Organisational Design
• Creating interrelationship among jobs
• Responsibility with authority
• Accountability
• Minimising duplications
• Formation of Hierarchical positions

24. 9. Safety
• Uncover or Identify hazardous condition
• Corrective measures to prevent it
• Safeguard the Human Resource of
Organisation