A SEMINAR REPORT On Job Analysis Contacts : Whats app +91-9733208756

1. A SEMINAR REPORT
On
Job Analysis
Submitted by
Amit Sarkar
1st YEAR MBA II SEMESTER
A – SECTION
REG. NO. 17781E0010
In partial fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION (MBA)
AT
DEPARTMENT OF MANAGEMENT STUDIES
SRI VENKATESWARA COLLEGE OF ENGINEERING & TECHNOLOGY
(Autonomous)
(Affiliated to JNTUA, Ananthapuramu &Approved by AICTE, New Delhi
Accredited by NBA, New Delhi & NAAC, Bangalore)
R.V.S Nagar, Chittoor – 517127 (A.P)
MAY 2018

2. SRI VENKATESWARA COLLEGE OF ENGINEERING & TECHNOLOGY
(Autonomous)
R.V.S Nagar, Chittoor – 517127 (A.P)
DEPARTMENT
OF
MANAGEMENT STUDIES
CERTIFICATE
This is certify that the seminar entitled “ Job Analysis ” presented by Mr. Amit Sarkar bearing
Registration No. 17781E0010 of Sri Venkateswara College of Engineering & Technology
(Autonomous) has been completed successfully.
This is in partial fulfillment of the requirement of award of the degree of Masterof Business
Administration in Sri Venkateswara College of Engineering & Technology (Autonomous),
chittoor under JNTUA Ananthapuramu.
We wish her success in the future endeavors.
Seminar Coordinator HOD
Mrs. K. Madhavi Mr.T.Raja Reddy, MBA (Ph.D)
Assistant Professor Associate Professor & HOD
Department of Management Studies Department of Management Studies
SVCET, Chittoor SVCET, Chittoor

3. Job Analysis

4. Job Analysis
Job analysis is a formal and detailed examination of jobs. It is a
systematic investigation of the tasks, duties and responsibilities
necessary to do a job.
• A task is an identifiable work activity carried out for a specific
purpose
For example : typing a letter
• A duty is a larger work segment consisting of several tasks.
For example : pick up ,sort out and deliver incoming mail.
Job responsibility are obligation to perform certain tasks and duties.

5. Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of
these duties for a given job. Job Analysis is a process where judgements
are made about data collected on a job.
The Job; not the person An important concept of Job Analysis is that the
analysis is conducted of the Job, not the person. While Job Analysis
data may be collected from incumbents through interviews or
questionnaires, the product of the analysis is a description or
specifications of the job, not a description of the person.
Purpose of Job Analysis
The purpose of Job Analysis is to establish and document the 'job
relatedness' of employment procedures such as training, selection,
compensation, and performance appraisal.
Determining Training Needs
Job Analysis can be used in training/"needs assessment" to identify or
develop:
 training content
 assessment tests to measure effectiveness of training
 equipment to be used in delivering the training
 methods of training (i.e., small group, computer-based, video,
classroom...)
Compensation
Job Analysis can be used in compensation to identify or determine:
 skill levels
 compensable job factors
 work environment (e.g., hazards; attention; physical effort)
 responsibilities (e.g., fiscal; supervisory)
 required level of education (indirectly related to salary level)

6. Selection Procedures
Job Analysis can be used in selection procedures to identify or develop:
 job duties that should be included in advertisements of vacant
positions;
 appropriate salary level for the position to help determine what
salary should be offered to a candidate;
 minimum requirements (education and/or experience) for
screening applicants;
 interview questions;
 selection tests/instruments (e.g., written tests; oral tests; job
simulations);
 applicant appraisal/evaluation forms;
 orientation materials for applicants/new hires
Performance Review
Job Analysis can be used in performance review to identify or develop:
 goals and objectives
 performance standards
 evaluation criteria
 length of probationary periods
 duties to be evaluated
Methods of Job Analysis
Several methods exist that may be used individually or in combination.
These include:
 review of job classification systems
 incumbent interviews
 supervisor interviews
 expert panels

7.  structured questionnaires
 task inventories
 check lists
 open-ended questionnaires
 observation
 incumbent work logs
A typical method of Job Analysis would be to give the incumbent a
simple questionnaire to identify job duties, responsibilities, equipment
used, work relationships, and work environment. The completed
questionnaire would then be used to assist the Job Analyst who would
then conduct an interview of the incumbent(s). A draft of the identified
job duties, responsibilities, equipment, relationships, and work
environment would be reviewed with the supervisor for accuracy. The
Job Analyst would then prepare a job description and/or job
specifications.
The method that you may use in Job Analysis will depend on practical
concerns such as type of job, number of jobs, number of incumbents,
and location of jobs.
Sources of job analysis
Information about job analysis may be obtained from three principal
sources.
 From the employees who actually perform a job
 From other employees such as Supervisor , and foremen
 From outside observers specially appointed to watch employees
performing a job.

8. Techniques or methods for collecting data for job analysis
Interviews, Direct observation ,Maintenance of long records,
Questionnaires, Critical incident technique.
Interviews : The interviewer collects accurate and complete data and
information by creating favorable attitude among employees and
supervisors.
1. The interviewer should introduce himself to the workers.
2. He has to show a sincere interest in the worker and the job.
3. He should not tell the employee how to do the job.
4. He should not confuse the work with the worker.
5. He has to do a complete job study.
Direct Observation : Direct observation is particularly useful in
the jobs that consists primarily of observable physical activity.
The observer observes the worker on the job during a complete
work cycle.
Maintenance of long records : workmen maintains daily records
of activities they do on that day.

9. Questionnaires : many companies use job analysis questionnaires
to secure job information relating to typical duties , tasks ,tools ,
equipment.
Critical incident method : this method is especially useful for
scientific analysis and selection research.
Job description: JD is a written statement of what the job holder
does , how it is done , under what conditions it is done and why it
is done.
The main purpose of writing a JD is to differentiate the job from
other jobs and state its outer limits
Contents of JD
• Job title.
• Organisation location of the job.
• To whom one has to report.
• Materials , tools , machinery and equipment worked with.
• Designation of the immediate superiors and subordinates.
• Salary levels.
• Working conditions.
Job specification

10. JS summarizes the human characteristics needed for satisfactory job
completion
It tries to describe the key qualifications someone needs to perform the
job successfully
It spells out the important attribute of a person in terms education ,
experiences , skills ,knowledge and abilities
Essential attributes: SKA’S a person must possess
Desirable attributes : qualification a person ought to possess
Contra indicators: attributes that will become a handicapped to
successful job performance.
Both job enrichment and job enlargement are motivational
techniques, important forms of jobs redesign and help to enhance
productivity and job satisfaction. Despite these similarities, they differ
from each other in the following few ways.
Job Enlargement:
1. Job enlargement involves a horizontal loading or expansion of job in
other words, it involves addition of tasks of the same nature.
2.The purpose of job enlargement is to reduce the monotony in
performing certain repetitive jobs by lengthening the cycle of
operations.
3. Job enlargement may not necessarily call for the acquisition of higher
level or new skills on the part of the job holders.
4. In job enlargement the job holder may need more external direction
and control in view of enlargement of the scope of his responsibilities.

11. Job Enrichment:
1. Job enrichment involves vertical loading of functions and
responsibilities of the employee. It is an improvement in the quality of
job in terms of its intrinsic worth.
2. The purpose of job enrichment is to make the job more lively,
challenging and satisfying.
Nature of Job : Job enrichment is a vertical expansion of the job.
Objective : The objective of Job enrichment is to make the job more
lively and challenging.
Positive Results : Job enrichment gives positive results if the workers are
highly skilled.
Direction and Control : Job enrichment encourages self-discipline.
It satisfies Maslow’s high level needs.
As A Example
Marketing Intern
Company NameSistemos IT Pvt. Ltd. Company LocationKolkata,IN
Posted DatePosted 3 weeks ago Number of views25 views
SaveSave Marketing Intern at Sistemos IT Pvt. Ltd.
Apply to Marketing Intern on company websiteApply
Job description

12. Internship Details
About Internship: Internship Under Leading InternetService Provider.
Corporate EnvironmentBehaviour.
Marketing (Learn how to do), Digital Marketing (Learn how to do),
Facebook, Twitter, Digital Media Marketing (Learn how to do).
Recognition from Corporate World.
Certification of Competence, Letter of Recommendation, Certificate of
Achievement.
We will provide Certification of Experience.
Best-in-hand Training.
Stipend 2000-3000 + TA+ Handsome Incentives.
We Also Provide Travel Expences, Other Expences.
Interns Will get INCENTIVE Bonus which may cross regular salary structure.
Based on Performance Possibility of Getting Absorbed in regular role.
Note: For serious candidate & Candidates from Kolkata or Suburban
Locations.
Only Those Candidates Can Apply Who
Are available for full time (in-office) internship.
Can start the internship Immediately.
Are available for duration of 2 – 3 Months.
Have relevantskills and interests.
Have already graduated or are currently in any year of study.
Women willing to start/restarttheir career can also apply.
Other Requirements
Candidates from marketing background are preferred.
Recent graduates preferred.

13. Candidates from Kolkata and Suburbs are preferred.
Roles and Responsibilities: 1. Assist Sr. Marketing Team.
 Communicate with Corporate customers.
 Presentable and Responsible.
Perks: 1.2000 - 3000
 TA + Incentive.
No. of Positions
5
Skills Required
 Marketing
 Telecommunications Engineering
Application Deadline
Apply by: 31st May `18
Stipend
Expenses Covered
About Company
Sistemos Information Technologies Pvt. Ltd. is Internet Service Provider in
Kolkata and Rest of West Bengal. We provide State of the Art Internet
connectivity, comparison to Conventional ISPs we specifically & delicately
concentrate to deal Corporate Customer and Corporate Cluster Houses.
Our highly experienced Engineers and Support Team constantly working on
to provide seamless connectivity to our customers. We value our
contribution to the Nature and Human Development.
Internship Details
About Internship: Internship Under Leading InternetService Provider.
Corporate EnvironmentBehaviour.

14. Marketing (Learn how to do), Digital Marketing (Learn how to do),
Facebook, Twitter, Digital Media Marketing (Learn how to do).
Recognition from Corporate World.
Certification of Competence, Letter of Recommendation, Certificate of
Achievement.
We will provide Certification of Experience.
Best-in-hand Training.
Stipend 2000-3000 + TA+ Handsome Incentives.
Other Requirements
Candidates from marketing background are preferred.
Recent graduates preferred.
Candidates from Kolkata and Suburbs are preferred.
Roles and Responsibilities: 1. Assist Sr. Marketing Team.
 Communicate with Corporate customers.
 Presentable and Responsible.
Perks: 1.2000 - 3000
 TA + Incentive.
Seniority Level
Internship
Industry
 Marketingand Advertising
Employment Type
Internship
Job Functions
 Education
 Training
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