By H.V.

Kothari

MEANING
Job analysis involves identification and precisely

identifying the required tasks, the knowledge and the skills necessary for performing them and the conditions under which they must be performed
Richard Henderson

USES OF JOB ANALYSIS

HUMAN RESOURCE PLANNING Job analysis helps in forecasting human resource requirements in terms of knowledge and skills RECRUITMENT & SELECTION To select a right person, job analysis is required (it tells requirements of a job) PLACEMENT AND ORIENTATION For perfect placement and orientation as per the interests and aptitudes of people, job analysis is must. TRAINING Proper training efforts cant be made until and unless one knows what the job is and what is supposed to be done.

USES OF JOB ANALYSIS(contd.)

COUNSELING Counseling of employees about then careers can be done only when the managers understand the different jobs. EMPLOYEE SAFETY A thorough job analysis reveals clearly the unsafe conditions associated with a job. PERFORMANCE APPRAISAL Every organization has to pay a fair remuneration to their employees for the job done by them, job analysis helps in it. JOB DESIGN AND REDESIGN Once the jobs are understood properly, it is easy to locate weak spots and undertake remedial steps. JOB EVALUATION Job analysis helps in finding the relative worth of a job, based on various criteria.

PROCESS OF JOB ANALYSIS

MAJOR STEPS INVOLVED IN JOB ANALYSIS ARE: Organizational Analysis - Selection of representative collection of job Positions to be analyzed Collection of job analysis data Preparation of job description Preparation of Job specifications. Organizational Analysis consists of : 1)The role of job in relation to other jobs , 2) The class of jobs to which job belongs , and 3)detailed description of the activities and responsibilities of job.

METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)

JOB PERFORMANCE The job analyst himself experiences the job-in-question by PERFORMING it. PERSONAL OBSERVATION The analyst himself observes the workers doing the job, the tasks performed the pace at which activities are done, the working conditions etc. CRITICAL INCIDENTS The job holders describe several incidents based on their past experience which gives specific and behaviorally focused descriptions of work or other activities. INTERVIEW It involves asking questions from both incumbents and supervisors in either an individual or group setting

METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)

QUESTIONNAIRE METHODS:

Job holders are given a properly designed questionnaire aimed at eliciting relevant job related information.
Technical

conference: Getting of job related information from experts usually supervisors and not incumbents. Diary Method: Keep notes on activities they perform Functional job analysis: Work functions of any job categorized under heading of data, people and things.It is 1) Employees handling data, 2) His relationship with colleagues, and 3) Kind of work that he does under these heading

METHODS OF COLLECTING JOB ANALYSIS DATA(contd

.)

Positional Analysis Questionnaire:

It describes job in terms of worker activities.194 elements are classified into important job dimensions. It allows to 1) Scientifically and quantitatively group interrelated job elements into job dimensions, 2) Jobs to be compared with each other similar jobs clustered in job families, 3) Develop Job description and job specification and conduct job evaluation

Methods of Collecting Job Data

METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)

JOB DESCRIPTION A job description is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. Its contents are: Job title, job summary, job activities, working conditions and social environment.

METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)

JOB SPECIFICATION Job specification summarizes the human characteristics needed for satisfactory job completion. Essential attributes like skills, knowledge; desirable attributes like qualifications a person must possess; contra indicators (i.e. attributes that will become a handicap to successful job performance) are described through job specification. JOB EVALUATION Job evaluation is a systematic way of determining the worth of a job in relation to other jobs in an organization. There is a difference between job analysis and job evaluation. Job Evaluation begins with Job Analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs.

Job Description and Job Specification in Job Analysis

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JOB DESIGN
Job design is the conscious efforts to organize tasks, duties and responsibilities into one unit of work. It involves
identification of individual tasks

specification of methods of performing the tasks

combination of tasks into specific jobs to be assigned

to individuals

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Job Design Factors

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Comparison of Five Job Design Approaches

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Contemporary Issues
Telecommuting Alternative work patterns Technostress Task revision Skill Development

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What is Competency?
Any underlying characteristic required to perform a

given task, activity, or role can be considered as competency. Competency may be take the following forms:
Knowledge
Attitude Skill

Other characteristics of an individual

Motives Values Self Concept

Areas of Competencies
Technical/ Functional: Dealing with the technology or

know how associated with the functions, role, task. Managerial: Dealing with the aspects of organizing, plg., mobilizing resources, monitoring systems use etc. Human/ Behavioral: Personal, Interpersonal, Team related Conceptual/ Theoretical: Visualization, Model building

Competency Mapping
Identification of the competencies required to perform

successfully a given job or role or a set of task at a given point of time. Break a role or job into its constituent task or activities and identify the competencies needed to perform the same.