JOB ANALYSIS
Symbiosis Centre for Management Studies, NOIDA
CHAPTER OUTLINE
• Definition
• Uses
• Steps in Job Analysis
• Job Description
• Job Specification
• Job Evaluation Methods
INTRODUCTION
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
Job Analysis:
A Basic Human Resource Management Tool
Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection
Job Training and
Development
Descriptions
Job Performance Appraisal
Analysis Job Compensation and
Specifications Benefits
Safety and Health
Employee and Labor
Relations
Knowledge Skills Abilities Legal Considerations
Job Analysis for Teams
4
4-8
IMPORTANT BENEFITS OF JOB ANALYSIS
M u lt if a c e te d N a t u r e o f J o b A n a ly s is
R e c r u it m e n t
H u m a n R e s o u rc e
P la n n i n g S e le c t io n
J o b E v a lu a t i o n P la c e m e n t
J o b D e s ig n a n d
T r a in in g
R e d e s ig n
P e r fo rm a n c e
C o u n s e llin g
A p p r a is a l
E m p lo y e e S a f e t y
Job Analysis
USES JOB ANALYSIS
• Employment
• Organizational audit
• Training and development
• Performance appraisal
• Promotion and transfers
• Prevention dissatisfaction
• Compensation management
• Health and safety
• Induction
• Industrial relation
• Career planning
• Succession planning
Job Analysis
Process of Job Analysis
Organizational Analysis
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
Collection of job Content
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
METHODS OF COLLECTING JOB ANALYSIS DATA
Job Analysis
Summary of Types of Data Collected Through
Job Analysis
• 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
• Personal requirements for the job – personal
attributes such as personality and interests;
education and training required; work experience
Cont.
• 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
• Machines, tools, equipment, and work aids
used
Process (contd.)
• Job description –:
• Job Specification -:
Job Analysis
Job Analysis
Job Description
Job description describes in detail the
various aspects of a job like the tasks
involved, the responsibilities of the job and
the deliverables.
Title
4-21 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.
Job specification
• 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
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
Problem associated with job analysis:
• 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
• Time and cost of Job Analysis
Job Evaluation
defined as a systematic method of
appraising the worth or value of each
job in relation to all other jobs in the
same organization.
Purposes of job evaluation
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.
Job design
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 the
organization
Job Analysis
Job design process
• 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?
Benefits of job design
• 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
Methods of job design
Job Analysis
• JOB ROTATION
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 enlargement
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 ENRICHMENT
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
ISSUES IN JOB ANALYSIS
•Update the database regularly (job description
+ job specification )
•Tends to be subjective and biased
•Considered at the time of downsizing
Job Analysis
Major Job Analysis Concepts
• KSAO
• Knowledge: Know to do a task
• Skill: Can do a task
• Ability: Capability to learn to do a task
• Other personal characteristics: Other attributes
needed
• Subject Matter Expert (SME)
• Job incumbents
• Supervisors
Examples Of KSAOs For Different
Occupations
Job Knowledge Skill Ability Other Personal
Characteristics
Lawyer Constitutional Writing Communica- Willingness to
rights clearly tion work long
hours
Nurse Surgical Drawing Remain calm Lack of
procedures blood in a crisis squeamishness
in the sight of
blood
Plumber Pipe design Soldering Hand-eye Willingness to
joints coordination get dirty
Teacher Learning Writing Relate to Commitment
principles clearly children to learning
