job analysis

1. J OB
ANALYSI S
Prof. Preeti Bhaskar
Symbiosis Centre for Management Studies, NOIDA

2. CHAPTER OUTLINE
• Definition
• Uses
• Steps in Job Analysis
• Job Description
• Job Specification
• Job Evaluation Methods

3. Job analysis is the process of gathering
information about a job. It is, to be more specific, a
systematic investigation of the tasks, duties and
responsibilities necessary to do a job.
Job analysis is a recording of all activities involved in the
job and the skill and knowledge requirement of the
performer of the job
Job Analysis
INTRODUCTION

4. Job Analysis:
A Basic Human Resource Management Tool
4
Tasks Responsibilities Duties
Job
Analysis
Job
Descriptions
Job
Specifications
Knowledge Skills Abilities
Human Resource
Planning
Recruitment
Selection
Training and
Development
Performance Appraisal
Compensation and
Benefits
Safety and Health
Employee and Labor
Relations
Legal Considerations
Job Analysis for Teams

6. 4-8
Job Analysis
M u lt if a c e t e d N a t u r e o f J o b A n a ly s is
R e c r u itm e n t
S e le c tio n
P la c e m e n t
T r a in in g
C o u n s e llin g
H u m a n R e s o u r c e
P la n n in g
J o b E v a lu a tio n
J o b D e s ig n a n d
R e d e s ig n
P e r fo r m a n c e
A p p r a is a l
E m p lo y e e S a f e t y
IMPORTANT BENEFITS OF JOB ANALYSIS

7. • Employment
• Organizational audit
• Training and development
• Performance appraisal
• Promotion and transfers
• Prevention dissatisfaction
• Compensation management
• Health and safety
• Induction
• Industrial relation
• Career planning
• Succession planningJob Analysis
USES JOB ANALYSIS

10. Process of Job Analysis

11. Organizational Analysis consists of :
1)The role of job in relation to other jobs
2) The class of jobs to which job belongs
3)detailed description of the activities and
responsibilities of job.
4)Past oriented and Future oriented
Job Analysis
Organizational Analysis

12. 1. What type of Data to Collected (machine,
tools & work activities)
2. Data collection methods
3. Who to collect Data (Trained analyst,
Supervisors, Job incumbents)
Job Analysis
Collection of job Content

13. Job Analysis
METHODS OF COLLECTING JOB ANALYSIS DATA

14. • Job-related tangibles and intangibles –
knowledge dealt with or applied (as in
accounting); materials processed; products
made or services performed
• Work performance – error analysis; work
standards; work measurements, such as time
taken for a task
• Job context – work schedule; financial and
nonfinancial incentives; physical working
conditions; organizational and social contexts
Summary of Types of Data Collected Through
Job Analysis

15. • Work Activities – work activities and
processes; activity records (in film form, for
example); procedures used; personal
responsibility
• Worker-oriented activities – human
behaviors, such as physical actions and
communicating on the job; elemental motions
for methods analysis; personal job demands,
such as energy expenditure
Cont.

16. • Job description –:
• Job Specification -:
Job Analysis
Process (contd.)

17. Job Analysis

18.  Job description describes in detail theJob description describes in detail the
various aspects of a job like the tasksvarious aspects of a job like the tasks
involved, the responsibilities of the job andinvolved, the responsibilities of the job and
the deliverables.the deliverables.
Job Description

19. 4-21Title Compensation manager
Code HR/2310
Department Human Resource Department
Summary Responsible for the design and administration of employee
compensation programs.
Duties  Relate salary to the performance of each employee.
Conduct periodic salary surveys.
 Develop and administer performance appraisal
programme.
 Develop and oversee bonus and other employee
benefit plans.
 Develop an integrated HR information system.
Working conditions Normal. Eight hours per day. Five days a week.
Report to Director, Human Resource Department.

20. Make a group of 4 students , collect at
least five different job descriptions from
reputed organization .
Compare the description , highlighting
similarities and differences
Home Work

21. • A Statement of human qualifications
necessary to do the job. Usually contains
items such as Education, Experience,
Training, Communication skills etc.
• It offers a profile of human characteristics
(knowledge, skills and abilities) needed by a
person doing a job.
Job Analysis
Job specification

22. 4-23
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.23

23. • Job analysis is neither updated nor
reviewed
• Job description or specification that is too
vague
• Contamination (error of included irrelevant
job description and specification)
• Deficiency (error of omission of relevant
information)
• Job analysis tend to become subjective
and biased
Problem associated with job analysis:

24. defined as a systematic method of
appraising the worth or value of each
job in relation to all other jobs in the
same organization.
Job Evaluation

25. 1-To identify factors or conditions that place
one job higher than another in a value
hierarchy.
2-To determine the relative worth of each job
as a basis for equitable pay differentials.
Purposes of job evaluation

26. Job design is the process of
•Process of determining the specific tasks to
be performed
•methods used in performing these tasks
•how the job relates to other work in theJob Analysis
Job design

27. • What tasks are required to be done or
what tasks is part of the job?
• How are the tasks performed?
• What amount are tasks are required to be
done?
• What is the sequence of performing these
tasks?
Job design process

28. • Checking the work overload.
• Checking upon the work under load.
• Ensuring tasks are not repetitive in nature.
• Ensuring that employees don not remain
isolated.
• Defining working hours clearly.
• Defining the work processes clearly.
• The above mentioned are factors that if
not take
Benefits of job design

29. Job Analysis
Methods of job design

30. • JOB ROTATION
• Job rotation involves shifting a person from
one job to another, so that he is able to
understand and learn what each job involves
• Avoids monopoly
• Provides an opportunity to broaden one’s
knowledge
• Avoiding fraudulent practice
Job Analysis
Job rotation

31. JOB ENLARGEMENT
•Job enlargement involves combining various
activities at the same level in the organization
and adding them to the existing job.
•Variety of skills
• Improves earning capacity
•Wide range of activities
Job Analysis
Job enlargement

32. JOB ENRICHMENT
•Job enrichment is the type of expansion of a
job that gives employee more challenging more
reliability more opportunity to grow and
contribute his/her idea to the organization
success
Job Analysis
Job enrichment

33. •Update the database regularly (job description
+ job specification )
•Tends to be subjective and biased
•Considered at the time of downsizing
Job Analysis
ISSUES IN JOB ANALYSIS