2. JOB TERMINOLOGY
TASK
DUTY
POSITION
JOB

3. JOB ANALYSIS
A job may be defined as a “ collection or aggregation of
tasks, duties and responsibilities which as a whole, is
regarded as a regular assignment to individual employees”. In
other words, total work is divided and grouped into
packages; we call it a job.
Job Analysis is the process of studying & collecting
information relating to the operations & responsibility of a
specific job. The immediate products of this analysis are job
description and job specification.
Job Analysis is a systematic approach to defining the job role,
description , requirements, responsibilities, evaluation, etc.
It helps in finding out required level of education, skills,
knowledge, training, etc. for the job position.

4. IMPORTANCE OF JOB ANALYSIS
Organization & Man power planning
Recruitment & selection
Wages & Salary administration
Job Re-engineering
Employee training & Management
development
Performance appraisal
Health & Safety

5. STEPS IN JOB ANALYSIS
STEP 1: Collection
of background
information
STEP 2: Selection
of representative
position to be
analyzed
STEP 3: Collection
of job analysis data
STEP 4:
Developing a job
description
STEP 5:
Developing a job
specification

6. TECHNIQUES FOR JOB ANALYSIS DATA
Personal observation
Questionnaires
Maintenance of log records
Personal interviews
Critical incident
Dairy
Checklist
Technical conference

7. WHAT ASPECTS OF A JOB ARE ANALYZED?
Duties and Tasks
Environment
Tools & equipment
Relationships
Requirements

8. Job analysis can be classified into two categories:
Job description Job specification

10. JOB DESCRIPTION
Job description contains details of reporting relationships,
a statement of the overall purpose of the job & the list of the
main tasks, activities or duties that the job holder has to
carry out.
It is basically in nature & contains a statement of job
analysis provides both organizational information &
functional information. It defines the scope of job activities,
major duties & responsibilities & major position of the job
in organization.

11. OF JOB DESCRIPTION

12. COMPONENTS OF JOB DESCRIPTION
Job identification & Organizational position
Job summary
Job duties & responsibilities
Supervision
Machine, tools & equipment
Working conditions
Hazards

13. OF JOB DESCRIPTION
Job description are not the perfect reflections of the job. The objective of job
description is to differentiate it from other jobs & assign its limits.
Jobs tend to be dynamic, not static & a job description can quickly get outdated.
Therefore, jogs should be constantly revised & kept up-to-date.

14. JOB SPECIFICATION
Physical characteristics
Psychological characteristics
Personal characteristics
Responsibilities
Other features of demographic nature

15. Rakshitha V Nayak