Job Analysis

Agenda
1. Introduction
2. Job Analysis(Why? What? and How?)
3. Job analysis and strategic choices
4. Job analysis information
5. Steps in a job analysis
6. Job analysis methods
7. Advantages and disadvantages of job analysis
8. Problems with job analysis
9. Job design ( definition, decisions , techniques )
10. Conclusion
 Job analysis
INTRODUCTION

Job Analysis
“Job Analysis is the process of studying and collecting
information relating to the operations and responsibility of a
specific job”.

Job Design
“Job Design involves systematic attempt to organize tasks
,duties and responsibilities into a unit of work to achieve
certain objective”.
 Why do it?
1. Human resource planning
2. Recruitment

3. Selection of personnel
4. Training and development

5. Organization audit 6. Job evaluation

 Why do it?
7. Job design
8. performance

9. Appraisal 10 . Safety and health

 What is 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 .

How to do it?
 Job Analysis and Strategic
choices
 job analysis and strategic HRM are inter-related.
 Basic function of SHRM is establishing a
person-job-environment fit.
 Job analysis demonstrates who can fit at a
particular place and why.
 The process promotes the alignment of other
HR processes and functions.
 It supports the organizational strategy to deal
with talent crisis and market competition.
Job Analysis Information
 Job Content
 Duties of an employee.
 What actually an employee does.
 Machines, tools and equipment to be
used while performing a specific job.
 Additional tasks involved in a job.
 Desired output level (What is expected of
an employee?)
 Type of training required.
 Job Context
 Working Conditions.
 Risks involved.
 Whom to report.
 Who all will report to him or her.
 Hazards.
 Physical and mental demands.
 Judgment.
 Job Requirements
 Knowledge or basic information required to perform a job
successfully.

 Specific skills such as communication skills, IT skills,

operational skills, motor skills, processing skills and so on.

 Personal ability including aptitude, reasoning,

manipulative abilities, handling sudden and unexpected
situations , problem-solving ability, mathematical abilities
and so on.
 Job Requirements
 Educational Qualifications including degree,
diploma, certification or license.

 Personal Characteristics such as ability to adapt

to different environment, endurance,
willingness, work ethic, eagerness to learn and
understand things, behaviour towards
colleagues, subordinates and seniors, sense of
belongingness to the organization, etc.
Job Analysis
Job Analysis Methods
Problems with Job Analysis
Job Design
 Job Design
 Job design follows job analysis , it is the next step
after job analysis.
 It aims at outlining and organizing tasks, duties
and responsibilities into a single unit of work for
the achievement of certain objectives.
 It also outlines the methods and relationships that
are essential for the success of a certain job.
 In simpler terms it refers to the what, how much,
how many and the order of the tasks for a job/s.
Techniques of Job Design
 Job Characteristics Model
(Richard Hackman and Greg Oldham)

1- skill variety2- task identity 3- task significance 4- autonomy 5-

feedback
 Results
of Poorly Job Design
1. Boredom.
2. Increased turnover.
3. Reduced motivation.
4. Low levels of job satisfaction.
5 Less than optimal productivity.
6 Increase in organizational costs.
 Conclusion
Job analysis enables the managers and
the employees to understand jobs and
jobs structures to improve work flow and
productivity and to reach their strategic
goals.