Job Analysis is a process of gathering information about the job. In this slide most of them aspects of job analysis is covered.

1. PRESENTATION ON-
JOB ANALYSIS
SUBMITTED TO:- DR. SHIKHA SINGH
(ASST. PROF., DSW)
SUBMITTED BY:- AVANISH KUMAR
MSW IVth SEM.(REGULAR)
DEPARTMENT OF SOCIAL WORK
UNIVERSITY OF LUCKNOW

2. Introduction
Job Analysis is the combination of two words Job & Analysis
Job means the collection of tasks, duties and responsibilities.
Analysis means the systematic investigation or procedure.
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.
In a simple way, job analysis is the process of gathering
information about job.

3. Purpose of Job Analysis
It provides information on the nature of the job and skills required
to it.

4. Process of Job Analysis
Identification of Job Analysis Purpose
Who will conduct Job Analysis
How to conduct Job Analysis Process
Strategic Decision Making
Training of Job Analyst
Preparation of Job Analysis Process
Data Collection
Documentation, Verification & Review
Developing Job Description & Specification

5. Observation Method Interview Method
Questionnaire
Method
What to collect?
 Job Content
 Job Context
 Job Requirements
Methods of Job Analysis

6. Tools of Job Analysis

7. Problems with Job Analysis
Lack of Management Support
Lack of co-operation with employees
Inability to identify the need of Job Analysis
Biasness of Job Analyst
Using single data source
There may be many other problems involved in a job analysis process
such as insufficient time and resources, distortion from incumbent,
lack of proper communication, improper questionnaires and other
forms, absence of verification and review of job analysis process and
lack of reward or recognition for providing genuine and quality
Information.

8. Advantages of Job Analysis
Provides with First Hand Job- Related Information
Helps in Creating Right Job – Employee Fit
Helps in Establishing Effective Hiring Strategies
Guides through Performance Evaluation & Appraisal Processes
Helps in Analyzing Training & Development Needs
Helps in Deciding Compensation & Benefits

9. Disadvantages of Job Analysis
Time Consuming
May Involve Personal Biasness
Source of Data is Extremely Small
Involves lots of Human Efforts
Job Analyst may not Possess Appropriate Skills
Mental Abilities can not be Directly Observed

11. Job Description
Job description includes basic job-related data that is useful
to advertise a specific job and attract a pool of talent.
It includes information such as job title, job location,
reporting to and of employees, job summary, nature and
objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipments to be
used by a prospective worker and hazards involved in it.
Purpose- It helps in attracting, targeting, recruiting and
selecting the right candidate for the right job.

12. Job Specification
Also known as employee specifications, a job specification
is a written statement of educational qualifications, specific
qualities, level of experience, physical, emotional, technical
and communication skills required to perform a job,
responsibilities involved in a job and other unusual sensory
demands.
Purpose- Described on the basis of job description, job
specification helps candidates analyze whether are eligible
to apply for a particular job vacancy or not.

13. Conclusion
Job Analysis is a systematic investigation of the tasks, duties
and responsibilities necessary to do a job.
The end products of job analysis are
 Job descriptions, a written statement of what the job
holder does, and
 Job specifications, which list the knowledge, stills and
abilities (KSAs) required to perform a job satisfactorily.
Thus Job Analysis is the process of gathering information
About a job.