Job Analysis

Job Analysis is conducted to determine the

responsibilities inherent in the position as well
as the qualifications needed to fulfill its
responsibilities.It is essential when recruiting
to locate an individual having the requisite
capabilities and education.
Job analysis provides information in several
cases including the following:
1. How much time is taken to complete basic tasks?
2. How are tasks grouped together in a job?
3. How can a job be designed so that employee
performance can be improved?
4. What kind of job is needed to perform a given job?
5. What kind of person is best suited to perform a certain
type of job?
All these information provides a foundation for other HR
activities
Importance of Job Analysis

Successful HRM practices can lead to outcomes that create

competitive advantage. When properly performed, job
analysis can ehnace the success of HRM practices by
laying the required foundation.
Specific Information Provided by Job Analysis
1. Job title and location
2. Organizational relationship-brief explanation of the number of
persons supervised(if applicable) and job title of the position
supervised. It also reflects supervision received.
3. Relation to other jobs-describes and outlines the coordination
required by the job.
4. Job summary- condensed explanation of the content of the job.
5. Iformation concerning job requirements-usually provides
information about machines, tools, materials, mental complexity
and attention required, physical demands, and working conditions. It
varies from job to job.
Uses of Job Analysis Information

1. Preparing the job description and writing job

specifications
2. Recruitment and selection
3. Determining the rate of compensation
4. Performance appraisal
5. Training
6. Career planing and development
7. Safety
8. Labor relations