JOB ANALYSIS

PRESENTED BY

M.BHARATHI
 CONTENTS
Introduction to job analysis
Definition to job analysis
Objectives of job analysis
Benefits or uses of job analysis
Process of job analysis
Techniques and problems of job analysis
Conclusion
 Introduction to job analysis

 Manpower planning is concerned with

determination of quantitative and qualitative
requirements of manpower for the organization.
Determination of manpower requirements is one
of the most important problems in manpower
planning.
 The quantitative aspect deals with determining
the total number of people required to do the
work. The kind or quality of people required to do
the work comes under the qualitative aspect.
Detailed knowledge of the nature and
requirements of jobs to be filled is essential for
determining the kind of personnel required. Such
knowledge can be obtained through the process
of job analysis.
 Definition to job analysis

 According to Edwin B.Flippo “Job analysis is the

process of studying and collecting information
relating to the operations and responsibilities of a
specific job”

 According to Richard Henderson “ Job analysis is

the methodical compilation and study of work
data in order to define and characterise each
occupation in such a manner as to distinguish it
from all others”
 Objectives of job analysis

 Work simplification: A job may be analyzed to

simplify the process and methods involved in it. This
will mean redesigning the job. Work simplification
helps to improve productivity of personnel.

 Establishment of standards of performance: In order

to hire the personnel on a scientific basis, it is very
necessary to determine in advance a standard of
performance with which applicant can be compared.

 Support to other personnel activities: Job analysis

provides support to other personnel activities such as
recruitment ,selection, training, development,
performance appraisal, job evaluation
 Benefits or uses of job analysis

 Organizational design
 Manpower planning
 Recruitment and selection
 Placement and orientation
 Training and development
 Job evaluation
 Performance appraisal
 Job designing
 Safety and health
 Discipline
 Employee counseling
 Labour relations
 Process of job analysis

Organising and planning for the programme

Obtaining current job design information

Conducting “needs research”

Establishing priorities in the jobs to be analyzed

Collecting job data

Redesigning the job

Preparing job descriptions and job classification

Developing job specifications

 Techniques of job analysis
 Questionnaire
 Observation method
 Interview
 Record
 Critical incidents
 Job performance
Quantitative methods:
 Position analysis questionnaire
 Management position description questionnaire
 Functional job analysis
 problems of job analysis
 Lack of support from top management

 Single method

 Lack of training or motivation

 Distortion of activities
 Conclusion

The main purpose of job analysis is

thus to collect the data and then to
analyses the data relating to a job.
A job can be analysed only after it
has been designed and someone is
already performing it. The most
important thing is job description
and job specification are two
products of job analysis plays a