Discussing Topic

JOB
ANALYSIS
 Topics of the Day
 Job Analysis
 Methods of Job Analysis
 Outcomes of Job Analysis
Job Description
Job Specification

Job Evaluation
Purpose of Job Analysis
 Definitions

Job
Consists of a group of tasks that must be
performed for an organization to achieve its
goals.
 Job Analysis
Obtaining information about
jobs within an organization.

It provides information
about jobs currently being
done and the knowledge,
skill & abilities need to
perform the jobs
adequately.

A job “ is a group of tasks and duties

performed by a single individual in an
organization”.
 Outcomes of Job Analysis

JOB DESCRIPTION

JOB SPECIFICATION
 Job Description
A written statement of describing the activates
performed on a job (what the jobholder does,
how it is done and why it is done).
1.Job Title
There is no 2.Location
standard format 3.Job Summary
for writing a job 4. Duties
description. 5.Machines, tools and
However, most equipment
6.Materials used
description 7.Supervision given and
contain sections received
that cover: 8.Working Conditions
9.Hazards
 Job Specification

A statement indicating the minimal

acceptable skills, knowledge, abilities and
other physical and personal characteristics
that incumbents must possess to successfully
perform.
 Job Specification
It shows what kind of person to recruit and for
what qualities that person should be tested.
1.Education
2.Experience
Most 3.Training
specification 4.Physical Skills
contain 5.Responsibilities
sections that 6.Physical Effort
cover: 7.Communication Skill
8.Emotional Characteristics
Job Analysis: A Basic Human Resource Management Tool

Tasks Responsibilities Duties

Job
Descriptions
Job
Analysis Job
Specifications

Knowledge Skills Abilities

Difference between Job Description & Job Specification

a. Job description are task, duties, responsibilities

This mean job description are what you must “do”. Job
specification are knowledge, skills, abilities etc.
This mean job specification are what you must “have” to
perform “job description”.

b. Job description belong to organization and job

specification belong to you.

c.--------------
d.---------------
 Job Analysis

Use of Job Analysis Information

Job Analysis

Job Description and Job Specification

Recruiting & Performance Job Training

Selection Appraisal Evaluation- Requirements
Decisions Salary
Decisions
 Methods of Job Analysis

 Interviews

 Structured Questionnaire / Inventory

 Direct Observation

 Logbooks / Work Diaries

 Methods of Job Analysis
INTERVIEW
Two or more persons engage in a
conversations where one person just
asks questions and another just answers.
Managers use two types of interviews to
collect job analysis data.

INDIVIDUAL INTERVIEW METHOD

GROUP INTERVIEW METHOD

 Methods of Job Analysis

INDIVIDUAL INTERVIEW METHOD

Meeting with each employee to

determine what his or her jobs
entails.

GROUP INTERVIEW METHOD

 Methods of Job Analysis

INDIVIDUAL INTERVIEW METHOD

GROUP INTERVIEW METHOD

Meeting with a number of
employees( who have the same
job) collectively, to determine
what their jobs entails.
 Methods of Job Analysis

STRUCTURED QUESTIONNAIRE METHOD

DIRECT OBSERVATION METHOD

 Methods of Job Analysis

STRUCTURED QUESTIONNAIRE METHOD

A specially designed questionnaire is
sent to the employees on which they
rate tasks they perform on their jobs.

DIRECT OBSERVATION METHOD

 Methods of Job Analysis

STRUCTURED QUESTIONNAIRE METHOD

DIRECT OBSERVATION METHOD

Data are gathered by watching
employees’ work directly. It is
specially useful when jobs consist
mainly of observable physical
activities.
 Methods of Job Analysis

LOGBOOKS / WORK DIARIES

Daily listings made by workers of every
activity in which they engage along with
the time each activity takes.
 Purposes of Job Analysis
THE JOB ANALYSIS PROVIDES THE FOUNDATION FOR
ALMOST EVERYTHING HR IS INVOLVED IN.
 Job Descriptions
 Employee Selection
 Training
 Performance Appraisals
 Job Classification
 Job Evaluation
 Job Design
 Job Evaluation

Specified the relative value of each

job in the organization based on
duties on a job, authority
relationships, skills required,
conditions of the work and additional
relevant information.

Job evaluation is an important part of

compensation administration.
 Methods of Job evaluation

Most frequently used job evaluation

methods are-

1.Job Ranking
2.Job Grading
3.Point Method
4.Computer based
Methods of Job evaluation (cont’d)
 Ranking:
Ranking each job relative to all other jobs,
usually based on comparison and judgment of
which one is more important or more difficult to
perform .
Here job analysis information (job description &
job evaluation ) is used and more important jobs
are paid more. Committee members merely
attempt to compare two jobs & judge which one
is more important or more difficult to perform.
Methods of Job evaluation
 Methods of Job evaluation (cont’d)
 Job classification/Job grading:
Raters categorize jobs into groups or classes of
jobs
based on job description
based on rules (Skill, physical ability etc.)

A brief description of a classification in an office.

Class I - Executives: Further classification under
this category may be Office manager, Deputy office
manager, Office superintendent, Departmental
supervisor, etc.
Job classification/Job grading (cont’d)
Class II - Skilled workers: Under this
category may come the Purchasing assistant,
Cashier, Receipts clerk, etc.
Class III - Semiskilled workers: Under this
category may come Stenotypists, Machine-
operators, Switchboard operators, etc.

Class IV - Semiskilled workers: This

category comprises Daftaris, File clerks,
Office boys, etc. 
 Methods of Job evaluation (cont’d)
 Factor Comparison Method:
Job evaluation committee compare critical factor
or compensable factor of one job with the same
factor for other key jobs.
The rankings for each job are combined into an
overall numerical rating for the job.

 Determine the compensable factors

 Determine Key jobs
 Apportion present wage for key jobs critical factor
 Place key jobs on a factor comparison chart
 Evaluate other jobs
 Methods of Job evaluation (cont’d)
 Determine the compensable factors
 Determine Key jobs
 Apportion present wage for key jobs critical factor
 Place key jobs on a factor comparison chart
 Evaluate other jobs

K .J
C. F. Machinist Secretary Janitor File Clerk
Responsibility $3.20 $2.40 $.80 $1.40
Mental Effort 3.00 1.20 1.80 0.50
Physical Effort 2.00 1.80 2.70 0.90
Working 0.70 0.60 1.90 0.60
Conditions
Total 8.90 6.00 7.20 3.40
Wage Rate 8.90 6.00 7.20 3.40
 Methods of Job evaluation (cont’d)

 Point Method :
The job evaluation method in which a number of
compensable factors are identified & then the
degree to which each of these factors is present on
the job is determined.
A quantitative technique that involves:
 Identifying the degree to which each compensable
factors are present in the job.
 Awarding points for each degree of each factor.
 Calculating a total point value for the job by adding up
the corresponding points for each factor.
 Methods of Job evaluation (cont’d)

LEVELS
MINIMUM LOW MODERATE HIGH
CF
1. RESPONSIBILITY
a. Safety of others 25 50 75 100
b. Equipment & Materials 20 40 60 80
2. Effort
a. Physical 25 50 75 100
b. Mental 35 70 105 150
3. Skill
a. Experience 45 90 135 180
b. Education 25 50 75 100
Total Point
 Methods of Job evaluation (cont’d)

 Computerized Job Evaluations :

A computerized system that uses a
structured questionnaire and statistical
models to streamline the job evaluation
process.

Main components
structured questionnaire (No of employee report)
statistical models
 Purposes of Job Analysis
THE JOB ANALYSIS PROVIDES THE FOUNDATION FOR
ALMOST EVERYTHING HR IS INVOLVED IN.
 Job Descriptions
 Employee Selection
 Training
 Performance Appraisals
 Job Classification
 Job Evaluation
 Job Design
End Of Presentation