JOB ANALYSIS

Anitha Mathew
Job Analysis_04/07/2019
• ‘The building block of human resource management’
• Analysis of the job, not the person
• Product of analysis is a description or specification of the
job, not the description of the person
• 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

OVERVIEW
Anitha Mathew
Job Analysis_04/07/2019
• The systematic process for identifying the
nature and outcomes of a position by
determining the specific tasks and activities
performed to achieve desired results and
the context in which work is performed.
• A defined data collection and analysis
procedure through which information about
job tasks and job requirements are obtained

Job Analysis
Anitha Mathew
Job Analysis_04/07/2019
 Anitha Mathew
Job Analysis_04/07/2019
• Identifying the most efficient ways to perform
tasks
• Enhancement of employee job satisfaction
• Opportunities to improve training
• Development of performance measurement
systems
• Matching job requirements with individual
qualifications as part of employee selection and
development

Outcomes of Job Analysis

Anitha Mathew
Job Analysis_04/07/2019
• What is Job Analysis - job analysis is
obtaining information about jobs.
• Why is Job Analysis important - Without
sufficient knowledge of what employees
do, organizations cannot develop other
human resource practices and procedures.

Anitha Mathew
Job Analysis_04/07/2019
STEPS IN JOB ANALYSIS
• Identify the use to which the information will be
put, since this will determine the types of data
you collect and how you collect them.
• Some data collection techniques like
interviewing the employee and asking what the
job entails and what his responsibilities are - are
good for writing job descriptions and selecting
employees for the job.

STEP 1
Anitha Mathew
Job Analysis_04/07/2019
• Review relevant background information such as
organization charts, process charts, and job
descriptions.
• Organization charts show how the job in question
relates to other jobs and where it fits in the overall
organization.
• The chart should identify the title of each position and,
by means of its interconnecting lines, show who
reports to whom and with whom the job incumbent is
expected to communicate.

STEP 2
Anitha Mathew
Job Analysis_04/07/2019
• Select representative positions to be
analyzed.
• This is done when many similar jobs are to be
analyzed and it is too time-consuming to
analyze, say, the jobs of all assembly workers.

STEP 3
Anitha Mathew
Job Analysis_04/07/2019
• Next actually analyze the job by collecting data
on job activities, required employee behaviors,
working conditions, and human traits and
abilities needed to perform the job.

STEP 4
Anitha Mathew
Job Analysis_04/07/2019
• Review the information with job incumbents.
• The job analysis information should be verified with
the worker performing the job and with his or her
immediate supervisor.
• This will help to confirm that the information is
factually correct and complete.
• This "review" step can also help gain the employee's
acceptance of the job analysis data and conclusions by
giving that person a chance to review and modify your
description of his or her job activities.

STEP 5
Anitha Mathew
Job Analysis_04/07/2019
• Develop a job description and job specification.
• A job description and a job specification are usually two
concrete products of the job analysis.
• The job description is a, written statement that describes
the activities and responsibilities of the job, as well as
important features of the job such as working conditions
and safety hazards.
• The job specification summarizes the personal qualities,
skills, and background required for getting the job done; it
may be either a separate document or on the same
document as the job description.

STEP 6
Anitha Mathew
Job Analysis_04/07/2019
 Anitha Mathew
Job Analysis_04/07/2019
 • A job description is a list of the elements
that make up a particular job.
o written narrative describing activities
performed on a job;
o includes information about equipment used
and working conditions under which job is
performed.
• A job specification is a list of the
qualifications required to perform particular
job.
o outlines specific skills, knowledge, abilities,
physical and personal characteristics
necessary to perform a job
o What about physical and personal
characteristics? Strength, patience, intestinal
fortitude, risk-taker.

Anitha Mathew
Job Analysis_04/07/2019
 Recruitment and Selection:
• Job Analysis helps in determining what kind of person is required to
perform a particular job.
• It points out the educational qualifications, level of experience and
technical, physical, emotional and personal skills required to carry out
a job in desired fashion.
• The objective is to fit a right person at a right place.
 Performance Analysis:
• Job analysis is done to check if goals and objectives of a particular job
are met or not.
• It helps in deciding the performance standards, evaluation criteria and
individual’s output.
• On this basis, the overall performance of an employee is measured
and he or she is appraised accordingly.

Anitha Mathew
Job Analysis_04/07/2019
 Training and Development:
• Job Analysis can be used to assess the training and development
needs of employees.
• The difference between the expected and actual output determines
the level of training that need to be imparted to employees.
• It also helps in deciding the training content, tools and equipments to
be used to conduct training and methods of training.
 Compensation Management:
• job analysis plays a vital role in deciding the pay packages and extra
perks and benefits and fixed and variable incentives of employees.
• After all, the pay package depends on the position, job title and duties
and responsibilities involved in a job.
• The process guides HR managers in deciding the worth of an
employee for a particular job opening.

Anitha Mathew
Job Analysis_04/07/2019
 Job Designing and Redesigning:
• The main purpose of job analysis is to streamline the
human efforts and get the best possible output.
• It helps in designing, redesigning, enriching, evaluating and
also cutting back and adding the extra responsibilities in a
particular job.
• This is done to enhance the employee satisfaction while
increasing the human output.

Therefore, job analysis is one of the most important

Anitha Mathew
Job Analysis_04/07/2019
• Questionnaire method
• Checklist method
• Individual interview method
• Observation interview method
• Group interview method
• Technical conference method
• Diary method
• Work participation method
• Critical incident method

METHODS
Anitha Mathew
Job Analysis_04/07/2019