Human Resource

Management Practices
J OB ANALYSIS
PDM ( 2016 18)
SESSION 3
LOGO Game

2
Are we bound to take a partial view? Focusing on some aspects but
ignoring others!

3
 Meaning of A Job.!
Jobs are labour activities that generate income, monetary or in kind, without violating
fundamental rights and principles at work. (World Development Report, 2013).

Jobs are the cornerstone of economic and social development. Infact, development happens
through jobs. People work their way out of poverty and hardship through better livelihoods.
Economies grow as people get better at what they do, as they move from farms to firms, and as
more productive jobs are created and less productive ones disappear. Societies flourish as jobs
bring together people from different ethnic and social backgrounds and nurture a sense of
opportunity. Jobs are thus transformational they can transform what we earn, what we do, and
even who we are.

4
Contd
Job carries monetary consideration, but it transcends beyond the
boundaries:

Psychological (Individual Behaviour): Specifically refers to managerial issues of

learning, attitudes, perception, motivation and job satisfaction.

Sociological (Contextual and Structural Factors): Specifically refers to managerial

issues of leadership, communication, power and politics, division of labour, and
group dynamics

What is work? Is it different from a job?

5
 Job Analysis
Job Analysis refers to the procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired.
In other words, it is the process of collecting job related information. It can be collected in the
form of KSA:
Knowledge (K): Extent to which job holder is familiar with his or her job
Skill (S): Specific capabilities to manipulate data, things, or people through manual, mental or verbal
means. Skills are measurable through testing, can be observed, and quantifiable.
Abilities(A): Power or capacity to do or act physically, mentally, legally, morally, or financially

Job Analysis Competency-based

Job Analysis

Job Description Job Specification

6
Job Analysis and Competitive Advantage

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

Manpower Planning
Recruiting and selection decisions
Performance Appraisal
Training and Development
Job Evaluation and Compensation
Health and Safety
Career Planning
Legal Compliance
7
 Job Description and Job Specification
JOB DESCRIPTION JOB SPECIFICATION
List of duties, responsibilities, reporting List of a jobs human requirements
relationships, working conditions &
supervisory responsibilities Includes:
Education
Includes: Experience
Job Title Training
Location Judgment
Job Summary Initiative
Duties Skills
Machines, Tools and equipment Emotional characteristics
Material & forms to be used Unusual sensory demands such as sight, hearing
Working condition & hazards
ALL CAPABILITIES THAT A JOB
ALL WHAT JOB INVOLVES HOLDER SHOULD POSSESS

8
Finding the Right Fit!
Job
Job Description
Specification

Right
Fit

No Yes

Low productivity, Job satisfaction,

absenteeism, turn- commitment and
over involvement

9
 Steps in Job Analysis

Step 1: Decide upon method of data collection

Step 2: Review relevant available information through Organisational Charts and Process Charts
E.g. Workflow Analysis, Business Process Reengineering
Step 3: Select a representative position
Step 4: Collect data through the decided method
Step 5: Verify the data in consultation with the manager/supervisor of the particular unit
Step 6: Develop Job Description and Job Specification

10
 Methods for collecting Job Analysis
information
Interviews with job incumbent, Tasks KSAs
supervisor/manager, former job holders, Specific Task Importance Nature Importance
subject matter experts, industry sources, Tasks Dimension
s
(% of time) to tasks (1-5)

professional organisations Arrange Supervision 30% Knowledge 4.9

Questionnaires schedules
with office
of office
policies and
assistant to operations.
Participant Diary/Log ensure that
office is
Quantitative Job Analysis Technique like staffed.
Position Analysis Questionnaire (PAQ) Assign office Supervision Knowledge
tasks to office of office
Internet-based Job Analysis assistant and
volunteers.
policies and
operations.
Type/transcrib Word 20% Knowledge 3.1
e letters, processing of typing
memos and formats and
reports. software.
11
 Job Analysis in the era of Knowledge Workers?

Points to Ponder:
o Job Analysis vs. Job enlargement, rotation, enrichment!!
o Leaner, flatter Organisational Charts & Structures where people are suppose to multi-task!

What is the way forward??

12
 Lets do it ourselves to become masters!!

Develop a Job Analysis of any development professional with whom you would
have interacted during your DI module

13