Job

Analysis
 Definition
 Job Analysis is the process of studying &
collecting information relating to the
operations & responsibilities of a specific job.
Edwin .B. Flippo.
 Job Analysis refers to the process of studying
the operations,duties and organisational
aspects of jobs in order to derive
specifications or as they are called by
some,job descriptions.
Michael J.Jucius.
 Data relating to job analysis
 Job identification.
 Nature of the job.
 Operations involved in the job.
 Materials & equipments required to do the job.
 Personnel qualities required to perform the job.
 Relation of the job with other jobs in the
organisation.
Objectives of Job Analysis

Work Simplification.
 Establishment of standards of
performance.
 Support to other personnel activities.
Uses of Job Analysis
 Organisational design.
 Manpower planning.
 Recruitment and Selection.
 Placement and Orientation.
 Training and Development.
 Job evaluation.
 Performance Appraisal.
 Job design & redesign.
 Safety and Health.
 Discipline.
 Employee counseling.
 Labour relations.
 Job Analysis Process
 Analysing organisational strategies.
 Collection of Background Information.
 Selection of representative positions to be
analysed.
 Collection of Job Analysis data.
 Preparation of Job Description.
 Preparation of Job Specification.
 Developing Employee Specifications.
 Sources of Job Analysis
Information

 From the employees who actually perform

the job.
 From other employees such as supervisors
who watch the workers at their jobs.
 From outside observers called trade job
analysts specially appointed to watch
employees performing a job
Methods of Collecting Job
Analysis Data
 Job performance.
 Maintenance of Long Records.
 Personal observation.
 Critical Incident Technique (CIT).
 Interview.
 Questionnaire method.
 Job Description
 It is a written statement of what the job holder
does,how it is done,under what conditions and
why is it done.
 It’s contents include-
 Job Title.
 Job Summary-location,supervision.
 Job Activities.
 Working Conditions.
 Social Environment.
 Salary levels
 Promotional chances and channels.
 Guidelines for a good J.D.
 The JD should indicate the nature & scope of the
job,including all important relationships.
 It should be brief,factual and precise.Avoid opinions.
 The extent of supervision available should be clearly
stated.
 The reporting relationships must be indicated.
 More specific words should be chosen to show-
i. The kind of work
ii. The degree of complexity.
iii. The degree of skill required.
iv. The extent of worker’s responsibility for each phase of the work.
v. The degree and type of accountability.
(Earnest Dale)
 Mode of writing J.D.
1) Get the questionnaire about the job filled in by the
immediate supervisor of the employee.
2) The job analyst must observe the actual work done
by the employee & complete the job description
form.
3) Every effort must be made to involve the employee
and the supervisor while finalising the JD.
4) Keep the JD up-to-date by keeping track of
changing conditions & incorporating the relevant
ones as & when needed.
 Job Specification
 It summarises the human characteristics needed for
satisfactory job completion.
 It spells out the important attributes of a person in terms of
education, experience, skills, knowledge and abilities(SKAs)
to perform a particular job.
 Each job description has to have a job specification,to identify
what kind of persons are required to take up specific jobs.
 This can be developed by-
 Talking with the current job holders about the attributes required to do
the job satisfactorily.
 Taking additional inputs of supervisors.
 Checking the job needs of other organisations with similar jobs.
 Personal attributes in a JS

 Essential attributes : SKAs a person must possess.

 Desirable attributes : qualifications a person ought

to possess.

 Contra-indicators : attributes that might become a

handicap to successful job performance.
Job Specification Information

 Physical specifications.

 Mental specifications.

 Emotional and social specifications.

 Behavioural specifications.
 Criticism of Job Analysis
 It is restrictive in nature.

 Job Descriptions impose undue limitations on

the development of the individual in the job.

 Job Analysis has limited applicability in

high-technology oriented businesses because
of adoption of team work,flexi work etc..
(John B. Minner)