CH-4 Job Analysis

Chapter
Job Analysis

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Human resource

Management (3rd Edition)

V S P Rao

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CH-4 Job Analysis

What is Job Analysis?

job analysis is an essential and pervasive human resource technique and the starting point for other human resource activities. JA is a formal and detailed examination of jobs.
Nature of job analysis

Job Tasks

Job Analysis

Job Duties Job Responsibilities

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Human resource

Management (3rd Edition)

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CH-4 Job Analysis

Uses of Job Analysis

1. 2. 3. 4. 5. 6. 7. 8. 9. Human resource planning Recruitment Selection Placement and orientation Training Counselling Employee safety Performance appraisal Job design and redesign
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10. Job evaluation

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Human resource

Management (3rd Edition)

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Excel Books

CH-4 Job Analysis

Process of Job Analysis

Organisational analysis(organization charts and workflow charts) 1. Selection of representative positions to be analysed (sample of jobs analyzed keeping cost and time in mind) 2. Collection of job analysis data(characteristics of job, required behaviour and

personal qualification) 3. Preparation of job description (contents of the job in terms of functions, duties,

responsibilities, operations, etc) 4. Preparation of job specification (written statement of personal attributesin terms

of traits, skills, training and personal experience needed to carry out a job
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Human resource

Management (3rd Edition)

V S P Rao

Excel Books

CH-4 Job Analysis

Methods of Collecting Job Analysis Data

1. 2. 3. 4. Job performance Personal observation Critical incidents Interview

5.
6. 7.

Panel of experts
Diary method Questionnaire method
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Human resource

Management (3rd Edition)

V S P Rao

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CH-4 Job Analysis

Impact of Behavioural Factors on Job Analysis

Exaggerate the facts Employee anxieties Resistance to change

Overemphasis on current efforts

Management Straitjacket(limiting their freedom to adapt to changing

needs from time to time)

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Human resource

Management (3rd Edition)

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Excel Books

CH-4 Job Analysis

Job Description
Job title

Job summary
Job activities Working conditions Social environment

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Human resource

Management (3rd Edition)

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Excel Books

CH-4 Job Analysis

Job Specification
Essential attributes: skills, knowledge and abilities (SKAs) a person
must possess. Desirable attributes: qualifications a person ought to possess. Contra-indicators: attributes that will become a handicap to successful job performance.

Cont.

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Human resource

Management (3rd Edition)

V S P Rao

Excel Books

CH-4 Job Analysis

Job Specification of Compensation Manager MBA with specialisation in HRM/MA in social work/PG Diploma in HRM MA in industrial psychology. A degree or diploma in Labour Laws is desirable. At least 3 years experience in a similar position in a large manufacturing company. Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations Ability to conduct meetings, to plan and prioritise work. The position may require up to 15 per cent travel. Preferably below 30 years.

Education

Experience

Skill, Knowledge, Abilities

Work Orientation Factors Age

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Human resource

Management (3rd Edition)

V S P Rao

Excel Books

CH-4 Job Analysis

Role Analysis
First, the objectives of the department and its functions must be

identified.
Second, the role incumbent is asked to state his key performance areas and his understanding of the roles to be played by him.

Third, other role partners (boss, subordinate, peers, etc.) are asked to
state their expectations from the role incumbent.

Finally, the incumbents role is clarified and expressed in black and white

(called role description) after integrating the diverse viewpoints expressed

by various role partners.
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Human resource

Management (3rd Edition)

V S P Rao

Excel Books