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Definition:
Job analysis is the procedure through which you determine the duties and responsibilities of any job
position and the characteristics of people to hire the employees.
Generally, Job analysis defines the jobs within the organization and the behaviors necessary
to perform these jobs.
Mathis and Jackson (1999) view job analysis as a systematic way to gather and analyze
information about the content and human requirement of jobs, and the context in which jobs
are performed.
Dale Yoder (1983) defines job analysis as a process in which jobs are studied to
determine what tasks and responsibilities they include their relationships to other jobs, the
conditions under which work is performed, and the personnel capabilities required for
satisfactory performance.
In the opinion of Strauss and Sales, job analysis consists of two parts, a statement of work
to be don (job description) and the skills and knowledge which must be possessed by
anyone filling the job (job specification).
Job description
Job specification
Job title, location
Ability, skills, knowledge
Supervision given
Experience, training
Working condition
Physical efforts
Specific duties and responsibilities
Language efficiency, computing
Why job should be analyzed? Importance of JA
Performance Appraisal
The main advantage of this method is that information on a large number of jobs can
be collected inexpensively in a relatively short period of time. It gives each employee an
opportunity to participate and contribute by giving responses to the questionnaire.
The main advantage of this method is employees are the record keeper of his own duties
and responsibilities.
The main disadvantage of this method is- it may happen the employees may not provide
the proper information.
Stages of JA:
Planning the JA: Identifying objective of JA, Obtain top management support
Preparing and communicating the JA: identify jobs and methodology, review existing job
documentation, and communicate process to managers / management and employees
Conducting the JA: gathering, reviewing and compiling data
Developing job description and job specification
Maintaining and updating job description and job specification
Steps in job analysis
Step 1. Decide how you will use the information, since this will determine the data you collect and
how you collect them. Use of job analysis will determine methods of data collection. Interviewing
the employees is good for writing job description and selecting employees for the job.
Step 2. Review relevant background information such as organization charts, process charts and
job description.
Organization charts show the organization wide division of work, how the job in question
relates to other jobs and where the job fits in the overall organization. The chart shows the
titles of each position and who reports to whom and with whom the job incumbent
communicates.
A process chart provides a more detailed picture of the work flow. It shows the flow of
inputs to ad outputs from the job you are analyzing.
Step 3. Select representative positions. A sample of ten to fifteen jobs should be selected to
analyze. It is unnecessary to analyze too many similar jobs.
Step 4. Actually analyze the job-by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to do the job.
Step 5. Verify the job analysis information with workers performing the job and with his
immediate supervisor.
Step 6. Develop a job description and job specification. A job description is a written statement of
what a jobholder does how it is done. It should accurately portray job content, environment and
conditions of employment. Job specification summarizes the personal qualities, traits, and
background required for getting the job done.
Factors affecting Job Design: Aswathapa P. 125 (Graph)
1. Organizational factors
2. Environmental factors
3. Behavioral factors
Job Design Approaches: Aswathapa P. 128 (Graph)
Job rotation
Job engineering
Job enlargement
Job enrichment
Socio-technical system
Contemporary issues in job design: Aswathapa P. 135
Telecommuting
Alternative work pattern
Techno stress
Task revision
Knowledge work
Question: Job Analysis Format: Aswathapa, Page. 113
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