JOB ANALYSIS

Submitted by :

Meenu Kohli

Associate Prof.

Dept. of Commerce

CONTENTS Meaning and definition of Job Analysis

Objectives of Job Analysis

Uses of Job Analysis

Process of Job Analysis

Techniques of Job Analysis

Problems in Job Analysis

Definition, contents and characteristics of Job Description

Meaning, definition and contents of Job Specification

Difference between job description and job specification

Meaning and objectives of job design

Methods of Job design

JOB ANALYSIS - Meaning

JOB ANALYSIS- definition

Job analysis is the process ofstudying and collectinginformation relating tooperations and responsibilitiesof a specific job.

-Edwin B. Flippo

JOB ANALYSIS-definition

Job analysis refers to the processof studying the operations, dutiesand organisational aspects of jobsin order to derive specifications oras they are called by jobdescriptions.

---Michael J. Jucius

OBJECTIVES OF JOB ANALYSIS

Work simplification

Establishment of standards of

performance

Support to other personnel

activities

USES OF JOB ANALYSIS

Organisational Design

Manpower Planning

Recruitment and Selection

Placement and Orientation

Training and Development

Job Evaluation

USES OF JOB ANALYSIScontd.

Performance Appraisal

Job Designing

Safety and Health

Discipline

Employee Counseling

Labour Relations

TECHNIQUES OF JOB ANALYSIS

A. OBSERVATION

Observing and noting physical

activities of employees as they go

about their jobs

OBSERVATION

ADVANTAGES Provides first hand information

Less chances of distortion of information

DISADVANTAGES Time consuming

Difficulty in capturing entire job cycle

Not suitable for jobs involving mental activities

Analyst’s calibre should match employee’s calibre

B. QUESTIONNAIRE

Information source

Have employees fill out questionnaire to describe their job-related duties and responsibilities

Questionnaire Formats

Structured checklist

Open-ended questions

QUESTIONNAIRE

Advantages

Quick and efficient way to gather information

from large number of employees

Disadvantages

Costly

Time consuming

C. INTERVIEW

Information source Individual employees

Immediate boss

Interview Format Structured

Unstructured

INTERVIEW

ADVANTAGES

Quick and direct way to find overlooked information required

May be used to cross check the information obtained with incumbents of identical or similar jobs

DISADVANTAGES

Difference in perception, attitude and aptitude of the interviewee

Analyst’s calibre should match employee’s calibre

D. RECORD

Information source

The analysts collects information

from the record maintained by

personnel department.

RECORD

AdvantagesAuthentic and objective way to gather information

Disadvantages Information such as superior worker relationship, tools

and accessories used and work conditions are not made available from records.

Complete information about work and worker cannot be obtained by this technique.

E. CRITICAL INCIDENTS

Job holders are asked to describe

incidents concerning the job on the

basis of their past experiences.

Incidents are analysed and classified

according to job areas they describe.

CRITICAL INCIDENTS

AdvantagesA fairly clear picture of actual job requirements can be obtained by distinguishing between effective and ineffective behaviour of workers on the job.

Disadvantages Time consuming

The analyst requires a high degree of skill to analyse the contents of description given by workers.

F. JOB PERFORMANCE

Job analysts actually performs the job

under study to obtain a first hand

experience of the actual tastes, physical

and social demands and the

environment of the job.

JOB PERFORMANCE

Advantage

Best suited for jobs where skill requirements are low and can be learnt quickly and easily

Disadvantages

Time consuming

Not suitable for jobs that are hazardous

Not suitable for jobs requiring extensive training

G. QUANTITATIVE METHODS

Position Analysis Questionnaire

Management Position Description Questionnaire

Functional Job Analysis

MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE (MPDQ)

The Management Position Description Questionnaire (MPDQ) is aquestionnaire used for the purpose of analysing managementpositions. It allows HR departments to establish trainingrequirements, salary bands and job groupings for new posts. It has208 items grouped in 13 categories. These categories also include197 performance elements. Due to its narrative format, the MPDQgenerally requires some degree of training before it can beproperly used. The questionnaire was created by Walter W.Tornowand Patrick R. Pinto in 1976.

(Source:https://en.wikipedia.org/wiki/Management_Position_Description_Questionnaire)

WHICH METHOD TO FOLLOW

The choice of a job analysis method

depends upon the purposes to be served by

the data

Wherever possible, multiple methods of job

analysis may be used e.g. quantitative

approach should be supported by a

qualitative approach.

JOB DESCRIPTION

METHODS OF JOB DESIGN

JOB ROTATION

Job rotation is a strategy

where employees rotate

between jobs at the same

business. Employees take on

new tasks at a different job

for a period of time before

rotating back to their

original position.

REFERENCES

Aswathappa, K. “Human Resource Management : Text and Cases”, Seventh

edition McGraw Hill Education (India)Private Limited

Bhatia, S.K., “HRM in Global Scenario-practices and Strategies for

Competition Success”, Deep and Deep Publications Pvt. Ltd.

Dessler, Gary and Varkkey, Biju, “Human Resource Management”, Eleventh

edition, Pearson

Gupta, Shashi K and Joshi, Rosy. “ Human Resource Management”, Kalayani

Publishers (2017)

Mohan, S and Elangovan, R, “Human Resource Management : Text and

Cases”, Regal Publications