Job Analysis

Amitabh Kodwani
 Job Analysis

Job analysis is the systematic process

of collecting information about the
nature of specific jobs.

Amitabh Kodwani
 Job Analysis

Job analysis involves the identification and

description of what is happening on the job.
Job analysis identifies:
required tasks
knowledge and skills
working conditions

Amitabh Kodwani
 The Process of Job Analysis

Sources of Job
Data Description

Human
Job Data Resources
Functions

Methods of
Collecting
Data Job
Specification

Amitabh Kodwani
 Uses of Job Analysis Information

Human Resource Planning

Recruitment and Selection
Compensation
Performance Appraisal
Training
Discovering Unassigned Duties
Health and Safety
 Performing Job Analysis

Step 1: Select jobs to study

Step 2: Determine information to collect
Tasks
Responsibilities
Skill requirements
Step 3: Identify sources of data
Employees
Supervisors/managers
Amitabh Kodwani
 Presentation Slide 3-2B

Performing Job Analysis, contd....

Step 4: Methods of data collection
Interviews
Questionnaires Dealt separately
Observation
Diaries and Records
Step 5: Evaluate and verify data collection
Other employees
Supervisors/managers
Step 6: Write job analysis report

Amitabh Kodwani
Presentation Slide 3-

Amitabh Kodwani
 Popular Approaches to Job Analysis

Functional Computerized
Job Analysis Job Analysis

Position Critical
Analysis Incident
Questionnaire Method

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 Functional Job Analysis (FJA)
US dept. of labour

Quantitative approach to job analysis that uses a

compiled inventory of the various functions or work
activities that can make up any job. FJA assumes that
each job involves three broad worker functions: (1) data,
(2) people, and (3) things
(Mental, Interpersonal, and Physical resources)

Takes into account the extent to which instructions,

reasoning, judgment, and mathematical and verbal
ability are necessary for performing job tasks.
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Position Analysis Questionnaire (PAQ)
Ernest J. McCormicks

Questionnaire covering 194 different tasks

divided in to six categories
seeks to determine the degree
to which different tasks are involved
in performing a particular job

Amitabh Kodwani
 4 - 12

Management Position Description

Questionnaire:

it is a standardised form
designed to analyse managerial
jobs
 4 - 13
Management Position Description Factors

1. Product, marketing and financial strategy planning.

2. Coordination of other organisational units and personnel.
3. Internal business control.
4. Products and services responsibility.
5. Public and customer relations.
6. Advanced consulting.
7. Autonomy of actions.
8. Approval of financial commitments.
9. Staff service.
10. Supervision.
11. Complexity and stress.
12. Advanced financial responsibility.
13. Broad personnel responsibility.
 Critical Incident Method
John Flanagan 1954

Job analysis method by which important job

tasks are identified for job success

More suitable for middle and top level jobs.

Amitabh Kodwani
 Job Analysis: Data Related to Job
Job Identification Job Content
Title Tasks
Department in which job Activities
is located Constraints on actions
Number of people who Performance criteria
hold job Critical incidents
Conflicting demands
Working conditions
Roles (e.g., negotiator,
monitor, leader)
Amitabh Kodwani
 Job Analysis: Data Related to Employee
Employee Characteristics Internal Relationships
Professional/technical Boss & other superiors
knowledge
Peers
Manual skills
Subordinates
Verbal skills
Written skills
External Relationships
Quantitative skills Suppliers
Mechanical skills Customers
Conceptual skills Regulatory
Managerial skills Professional/Industry
Leadership skills Community
Interpersonal skills Union/Employee Groups
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 When is Job Analysis done?

Every time a new job is designed.

Every time a job is changed.
An employee or manager request a re-
classification.
3-year cycles are considered an ideal span
of time to review positions for an re-
alignment of performance standards.

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Job Descriptions

Job Title
Job Description

1. Job Title.

2. Job Identification.

3. Essential Functions.
Job
1. XXX
2. XXX
3. XXX
Identification
4. XXX

4. Job Specifications.
1. XXX
2. XXX
3. XXX Essential
4. XXX
Functions

Amitabh Kodwani
 Job description

A job description is a written record of the duties

and responsibilities of a specific job compiled
through job analysis.

It consists of statements which identify and

describe the scope and contents of a job.
 4 - 20

Sections of a typical job description

Job identification
Job summary
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions
Job specifications
 The Job Specification

JOB SPECIFICATIONS
Skills required to perform the job
Physical demands of the job
Includes information on individual
characteristics desired; knowledge, skills
and abilities (Competencies); &
experience necessary to perform a job.
Also forms the basis for the core selection
criteria.
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 Job Specification

What would be needed to do job?

Experience and abilities

Qualifications

Skill and Knowledge

Personal qualities

Amitabh Kodwani
 Other Modern techniques are:

Job Enlargement
Flexi time
Job rotation
Telecommuting
Job Sharing
Condensed work
Working from home

Amitabh Kodwani