Job AnalysisJob Analysis

Golden Words By Martin Luther King..If you can Fly, RUN………If you can Run, WALK

If you can Walk, CRAWL…….BUT KEEP MOVING…….

Kunal Upadhyay

Meaning• Job analysis is the process of the

collecting job related information, such information helps in the preparation of job description and job specification

Process of Job Analysis

Strategic Choices• Employee involvement– Job analysis involves collecting job related

information-duties, responsibilities, skills and knowledge required to perform the job

• The level of Details– The level of analysis affect the nature of the

data collected– The nature of job being analysis determines

the level of detail in job analysis

Cont…• Timing and frequency of analysis

– An organization is newly established and job analysis is generally conducted

– A new job is created in an established company

– Due to change in technology, methods, system

– The organization is contemplating a new remuneration plan

Cont..• Past-oriented versus Future-oriented

– Changing rapidly due to fast growth or technology change, a more future-oriented approach to job analysis may be desire

– Traditional job analysis information describe how the job has been done in the past and manner which it is being currently done

Cont…

• Non-Human Source

– Existing job descriptions and specification

– Tools of maintain records

– Equipment design blueprint

– Blueprint of work area– Magazine and

newspaper

• Human Source

– Job analysis– Job incumbents– Supervisors– Job experts

• Source of data

Information Gathering• What type of data is to be collected ?• What methods are to be employed

for data collection ?• Who should collect the data ?

Observation• The job analyst carefully observes the

jobholder at work and records what he or she dose

• How much time is needed for completion of given task

• Method is simple because its direct observation

• Observation handle by experts people who have expertise knowledge and also maintains the record

Interview• The analyst interview the job

holder and his/her supervision to draw out information about the job

• Its structured interview form is used to record the information during the interview the analyst make judgment about the interview

Questionnaire• Job holder fill in the given structured

questionnaire which approved by the supervisor

• The job title of the job holder• The job title of job holder’s managers or

supervisor• The job title and number of staff reporting

to the job holder• A brief description of the overall roll or

purpose of job

Checklists• Checklists is similar to a

questionnaire, but the response sheet contains fewer subject judgment and tend to be either yes or no

• Checklist can cover as many as 100 activities and job holders tick only those tasks that are include their jobs

Technical Conference • Service of supervisors who possess

extensive knowledge about a job are used

• From these experts that details about the job are obtained

Diary Method• The method require the job holders to

record in detail their activities each day

• This technique is accurate and eliminates errors caused by memory lapses the job holder makes while answering the questionnaire and checklists

Information Processing• Once the data collected, it need

processed

• Specifically job-related data would be useful to prepare job description and job specification

Job Description & Job Specification

• Job DescriptionJob Description– Job title– Location– Job Summary– Duties– Machines, tools– Materials and form

used– Supervision given or

received– Working conditions– Hazards

• Job Specification– Education– Experience– Training– Judgment– Initiative– Physical effort– Physical skills– Responsibilities– Communication skills– Emotional

Characteristics