Types of Job analysis
Machines, Tools, Equipments
and Work Aids used
Outcomes of Job Analysis
• The information obtained from job analysis is
classified into three categories.
• A job description is a written statement of the
duties, responsibilities, required qualifications
and reporting relationships of a particular job.
• The job description is based on objective
information obtained through job analysis.
• Job description acts as an important resource for
– Describing the job to potential candidates
– Guiding new hired employees in what they are
specifically expected to do
– Providing a point of comparison in appraising
whether the actual duties align with the stated
Example of Job Description
JOB TITLE:_____ OCCUPATIONAL
REPORTS TO:___ JOB NO. :
SUPERVISES:___ GRADE LEVEL:
AS ON DATE :_________
DUTIES AND RESPONSIBILITIES:
• Job specifications specify the minimum
acceptable qualifications required by the
individual to perform the task efficiently. Based
on the information obtained from the job analysis
procedures, job specification identifies the
qualifications, appropriate skills, knowledge, and
abilities and experienced required to perform the
• Job specification is an important tool in the
selection process as it keeps the attention of the
selector on the necessary qualifications required
Example of Job Specification
JOB TITLE: __________________________
PREVIOUS WORK EXPERIENCE:
SPECIAL KNOWLEDGE &
• Job evaluation provides the relative value
of each job in the organization. It is an
important tool to determine compensation
• If an organization is to have an equitable
compensation program, jobs that have
similar demands on terms of skills,
education and other characteristics should
be placed in the common compensation
Methods of Collecting Job
• Performing the job.
• Critical incidents
• Interview- individual & group
• Panel of experts
• Diary method
Methods of collection Job
• Diary/log books
Which method to use ?
• Factors to be considered before
choosing the method of collecting
– No. of job/employees to be considered.
– Time limit
– Cost factors
– Education levels of incumbents
– Type of data required.
• Unstructured format is more useful
– Questions are open ended.
– Questions that probing
– The number of incumbents is less
– Roles are unclear
• Structured more useful when:
– The jobs are fixed and duties extremely
Which questionnaire to
An optimum combination of
structured as well as
unstructured questions can
lead to the best questionnaire.
A questionnaire is the best
alternative to interviewing a
large number of employees. It
is much more cost effective.