Job Analysis

What is Job Analysis?

• Definition : Job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job so as to distinguish it from other jobs. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian MollerGilbreth in the early 20th century.

Need?

• It provides the following information:

– Job Identification

– Characteristics of the job

– What a typical worker does and uses

– How is the Job performed

– Required Personnel Attributes

– Job Relationships

• Job Description

– Statement that explains the duties, working conditions of a job, etc.

• Job Specification

• Statement of what a job demands of an employee.

• Example: KSA-Knowledge, Skills, Abilities and other characteristics required to perform a job.

Job Description

• Job Description: Organised statement of job contents, with duties and responsibiliities of that job.– It includes the following:

• Job title or name

• Job Location

• Job Summary

• Duties

• Tools

• Relationship

• Environment

Job Specification

• It states the minimum human qualities/skills needed by a prospective employee to perform the job properly. Example:– Educational Qualifications

– Training and Experience

– Physique and Health

– Personality

– Creativity, etc

Description vs SpecificationDescription

• It is a written statement of contents of a job.

• Its purpose is to identify, define and describe a job.

• Includes: Titles, Duties, Working Conditions, Supervisions, Relationships of that job.

• It is prepared before Job Specification.

Specification

• It is a written statement of qualities required for a job.

• Its purpose is to facilitate recruitment, training of the people for the job.

• Includes: Education, Training, Experience, Aptitude, etc required for the job.

• It is prepared after Job Description.

Process of Job Analysis

• Organisational Analysis: Overview of various jobs, linkages.

• Obtaining Info. About Jobs: List of titles, Type, How, Skills, etc.

• Selecting Representative Jobs(Sample) for Analysis

• Responsibility for collecting Info: External or Internal Help.

• Collection of Data: 1st hand or 2nd hand( Supervisors)

• Developing Job Descriptions

• Developing Job Specifications

Introduction

• Integral part of HRM

• Helps in redesigning jobs

• Aid in formation of Organisation Structure

• Planning staffing process

• Organising training programs

• It provides base to everything of HRM

• Lets see all Purposes/benefits of Job Analysis

1. Human resource Planning

• Determines demand of job in terms of responsibility.

• Helps in determining the number of Jobs and type of Qualification

• Helps us to know Average Work of Employees.

• Division of work into different jobs.

2. Recruitment

• Provides clear statement of jobs

• Tells about skill and Knowledge

• Helps us to match the job requirements with workers ability and interests

• Job Duties to be included in advertisement of vacant position

• Appropriate salary

3. Job Evaluation

• Relative worth of jobs

• Determining base compensation

• Ensures internal pay equity of one job to another

• Judges the requirement of jobs and its importance in organisation

4. Training & Development

• Training content

• Training is to help employees gain skills required to do a particular job

• Methods of Training

• Tests to measure effectiveness of training

5. Performance Appraisal

• Set Goals and objectives• Set Performance standards• Length of probationary periods• Duties to be evaluated• Evaluation criteria

6.Job Design

• Reduce personnel costs, streamline work processes,• Increase productivity and employee empowerment,• Enhance job satisfaction and provide greater scheduling flexibility for the employee.• Simplify job with too many disparate activities• Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it.

7. Compensation

• Skill levels• Compensation job factors• Work environment (e.g., hazards; attention; physical effort)• Responsibilities (e.g., fiscal; supervisory)• Required level of education (indirectly related to salary level

8. Organisational Design

• Creating interrelationship among jobs

• Responsibility with authority

• Accountability

• Minimising duplications

• Formation of Hierarchical positions

9. Safety

• Uncover or Identify hazardous condition

• Corrective measures to prevent it

• Safeguard the Human Resource of Organisation