1. Unit II
Job Analysis

2. Job Analysis and Design

3. Job Analysis
 Job analysis

The procedure for determining the duties and
skill requirements of a job and the kind of
person who should be hired for it.

4. Relationship of Job Requirements
to Other HRM Functions
J
O
B
R
E
Q
U
I
R
E
M
E
N
T
S
Determine recruitment qualifications.
Provide job duties and job specifications
for selection process.
RECRUITMENT
SELECTION
Determine training needs and develop
instructional programs.
TRAINING AND
DEVELOPMENT
Provide performance criteria for evaluating
employees.
PERFORMANCE
APPRAISAL
Provide basis for determining employee’s
rate of pay.
COMPENSATION
MANAGEMENT
May help to determine bargaining units.
LABOR
RELATIONS

5. Job Analysis
 Job analysis is a systematic investigation of the tasks,
duties and responsibilities necessary to do a job.
 Job analysis is the process of collecting job related
information.

6. Objectives/Purpose of Job Analysis

7. JOB ANALYSIS SYSTEM
JOB DESCRIPTION
-- Task
SOURCES OF DATA
-- Duties
--- Responsibilities
-- Job Analyst
-- Employee
JOB DATA
-- Supervisor
-- Task
HUMAN RESOURCES
FUNCTIONS
-- Performance
-- Recruitment
-- Standard
-- Selection
-- Responsibilities
-- Training & Development
METHODS OF
-- Knowledge
COLLECTING DATA
-- Required
-- Compensation Mgt.
-- Interviews
-- Experience
-- Labour Relations
-- Questionnaires
-- Performance Appraisal
Needed
-- Observations
-- Job Content
-- Records
-- Duties
-- Skills Required
-- Diaries
-- Equipment
-- Physical Demand
JOB SPECIFICATIONS
Needed
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8. Job Analysis Process

9. Step I Strategic Choices in JA
 The extent of employee involvement in job
analysis.
 The level of details of the analysis.
(objective and
nature of job)
 Timing and frequency of the analysis
 Past oriented vs future oriented.

10. Step II Information Collection
 Major Decision involved are:
The type of information collected

Method of collection

Person involved in collection.

11. Types of Information to be Collected
 Work activities
 Human behaviors
 Machines, tools, equipment, and work aids
 Performance standards
 Job context
 Human requirements

12. Persons involved in Information
Collection
 3 categories of person that can be involved:

Trained Job Analysts

Superiors

Job holders
This decision depends on nature and objective of
job Analysis.

13. Methods of Collecting information
 Personal observation
 Interview
 Critical Incidents
 Questionnaire
 Position Analysis Questionnaire
 Management Position Description Questionnaire

14. Position Analysis Questionnaire (PAQ)
What is it?
Key sections:
 A standardized job
1. Information input
analysis questionnaire
containing 194
questions about work
behaviors, work
conditions, and job
characteristics that
apply to a wide variety
of jobs.
2. Mental processes
3. Work output
4. Relationships with
other persons
5. Job context
6. Other characteristics

15. Management Position Description
Questionnaire (MPDQ)
MPQD is a standardised instrument designed specifically for use in
analyzing managerial jobs. The 274-item questionnaire contains 15
sections. It would take 212hrs to complete the questionnaire. In most
cases the respondents are asked to state how important each item is to the
position.
Management Position Description Factors
1. Product, marketing and financial strategy planning.
2. Coordination of other organisational units and personnel.
3. Internal business control.
4. Products and services responsibility.
5. Public and customer relations.
6. Advanced consulting.
7. Autonomy of actions.
9. Staff service.
10. Supervision.
11. Complexity and stress.

16. COMBINATION
 Since each method is faulty analyst often rely
on combination.
 Two or more techniques are used.

17. Application of job analysis information
Job
Descriptions  Job
Job
Specifications
Analysis
 Informati
on
Job
Design
Job
Performance
Standards

18. Job Description
 A recognized list of functions, tasks,
accountabilities, working conditions and
competencies for a particular occupation or
job.
 Job Description is a list of a job’s duties,
responsibilities, reporting relationships,, and
supervisory.
 There is no standard format using writing job
description but it contain:

19. Job Descriptions
Job Description
Job Title
Job Identification
1. Title.
2. Statement.
3. Essential Functions.
1. XXX
2. XXX
3. XXX
4. XXX
Job summary
4. Specifications.
1. XXX
2. XXX
3. XXX
4. XXX
Responsibilities
and duties
Working condition

20. JOB TITLE
 Indicates job duties and organizational level
 It specifies title of job like, marketing manager,
clerk etc
JOB IDENTIFICATION
 Distinguishes job from all other jobs
 Contain several type of information.
 Job status section permits quick identification of the
exempt or non exempt status of job
 The date at which description written, the name of
a person who wrote it and name of a person who
approved it.
 The immediate supervisor title is some times also
shown in identification section.

21.  Job summary:
 Describes general nature of job, listing only major function
and activities.
 For example,marketing manager
Plans, direct and coordinates the
marketing of the organizational product.
 Responsibilities and duties
 List of major responsibilities and duties.
 All major duties should be separately and described in few
sentences.
 Example.establishes marketing goals,develop marketing
plans and programs, communicates with advertising
agencies etc.

22.  Working conditions:
 It also explain working condition, hours of
work, safety and health hazards etc

23. Writing Job Descriptions
 Step 1. Decide on a Plan
 Step 2. Develop an Organization Chart
 Step 3. Use a Job Analysis/Description
Questionnaire
 Step 4. Obtain Lists of Job Duties
 Step 5. Compile the Job’s Human Requirements
 Step 6. Complete Your Job Description

24. Example of Job Description
JOB TITLE:_____
CODE:________
REPORTS TO:_____________
GRADE LEVEL: _______________
AS ON DATE :_________
OCCUPATIONAL
JOB NO. : ______
FUNCTIONS (job summary):
______________________________________________________
________________________________________________
TASKS AND DUTIES:
______________________________________________________
________________________________________________
WORKING CONDITIONS:
______________________________________________________
________________________________________________

25. Specimen of Job Description
Title
Compensation manager
Code
HR/2310
Department
Human Resource Department
Summary
Responsible for the design and administration of employee
compensation programmes.
Duties

Conduct job analysis.

Prepare job descriptions for current and projected
positions.

Evaluate job descriptions and act as Chairman of Job
Evaluation Committee.

Insure that company’s compensation rates are in tune with
the company’s philosophy.
Cont…
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26. USES OF JOB DESCRIPTION
grading & classification
 placement & orientation of new employees
 promotions & transfers
 defining & outlining career paths
 redressal of grievances
 investigating incidents
 locating faults
 defining limits of authority
 health & fatigue studies
 developing performance standards
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27. JOB SPECIFICATION






Skills required to perform the job
Physical demands of the job
specify the minimum qualifications required of a
worker to fill specific jobs
Describes what the job demands of employees and
the human factors and traits required to do job well.
It include specific tool, action, experience,
education, training, that help clarify individual
requirement for successful job performance.
It is written record of the physical ,mental,social &
psychological and behavioral characteristics which
a person should possess in order to perform the job
effectively

28. JOB SPECIFICATION FACTORS
SKILLS
FORMAL EDUCATION
EXPERIENCE
COMMUNICATION SKILLS
MATHEMATICAL SKILLS
COMPUTER SKILLS
REASONING ABILITY
EFFORT
PHYSICAL EFFORT
DEXTERITY
MENTAL CONCENTRATION
RESPONSIBILITY
SUPERVISION OF OTHERS
CONFIDENTIALITY/INFORMATION
PHYSICAL ASSETS
CONTACTS WITH OTHERS
WORKING CONDITIONS
HAZARDS
JOB CONDITIONS

29. Specimen of job specification
Education
 MBA with specialisation in HRM/MA in social work/PG
Diploma in HRM/MA in industrial psychology.
 A degree or diploma in Labour Laws is desirable.
Experience
 At least 3 years’ experience in a similar position in a large
manufacturing company.
Skill, Knowledge, Abilities
 Knowledge of compensation practices in competing
industries, of job analysis procedures, of compensation
survey techniques, of performance appraisal systems.
 Skill in writing job descriptions, in conducting job analysis
interviews, in making group presentations, in performing
statistical computations
 Ability to conduct meetings, to plan and prioritise work.
Work Orientation Factors
 The position may require upto 15 per cent travel.
Age
 Preferably below 30 years.
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30. Job Evaluation
(JOB STANDARDS)
 Job evaluation provides the relative value of
each job in the organization. It is an important
tool
to
determine
compensation
administration.
 If an organization is to have an equitable
compensation program, jobs that have similar
demands on terms of skills, education and
other characteristics should be placed in the
common compensation groups.

31. Job Design
 Is the process of structuring work and
designating the specific activities at
individual or group levels .
 It determines the responsibility of an
employee
 The authority he enjoys over his
work
 Scope of decision making , level of
satisfaction & productivity