Job analysis for HR department in organisation.

1. JOB
ANALYSIS
By:Mithilesh Trivedi

2. What is a Job?
 Job
 A group of related activities and duties
Job
 Position
• The different duties and responsibilities performed
by only one employee
 Job Family
• A group of individual jobs with similar characteristics
Job
Job
Job

3. Job Analysis
The process of obtaining information about jobs by determining what the
duties, tasks, or activities of jobs are
HR managers use the data to develop job descriptions and job
specifications that are the basis for recruitment, training, employee
performance appraisal and career development
The ultimate purpose of job analysis is to improve organizational
performance and productivity

4. Approaches to Understanding
Jobs
 Workflow analysis
 Re-engineering
 Job design
 Job analysis
 Job descriptions and job specifications

5. Workflow Analysis
Workflow Analysis
• A study of the way work (inputs, activities, and outputs) moves through an
organization.
Business Process Re-engineering (BPR)
• Measures for improving such activities as product development, customer
service, and service delivery.
Phases of Reengineering
• Rethink
• Redesign
• Retool

6. Job Design
Job Enlargement
• Broadening the scope of a job by expanding the number of
different tasks to be performed
Job Enrichment
• Increasing the depth of a job by adding the responsibility for
planning, organizing , controlling, and evaluating the job
Job Rotation
• The process of shifting a person from job to job

7. JOB REQUIREMENTS
Job Specification
• Statement of the needed knowledge, skills, and abilities (KSAs) of the
person who is to perform the job
• Since Griggs v Duke Power and the Civil Rights Act of 1991, job
specifications used in selection must relate specifically to the duties of the
job
Job Description
• Statement of the tasks, duties, and responsibilities (TDRs) of a job to be
performed

8. Relationship of Job Requirements to
Other HRM Functions

9. Determining Job Requirements

10. Types of Job Analysis
1. TASK BASED
 Task
• A distinct, identifiable work activity composed of motions
 Duty
• A larger work segment composed of several tasks that are performed by an individual
 Responsibilities
• Obligations to perform certain tasks and duties
2. COMPETENCY BASED
 Competencies
• Individual capabilities that can be linked to enhanced performance by individuals or teams
o Technical competencies
o Behavioral competencies

11. Sources of Gathering Job
Information
Interviews
Questionnaires
Observation
Diaries
Computerized Job Analysis

12. The Process of Job Analysis

14. ?