IPSAR B-School , Cuttack

JOB ANALYSIS

InstructorInstructorMr. Shyamasundar TripathyMr. Shyamasundar TripathyManagement Faculty(HR)Management Faculty(HR)

Job Analysis: A Basic Human Resource Tool

•Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.

•Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program.

Job Analysis

Knowing Who Does What?

Purposes of the job Analysis

Major duties or activities required

Conditions under which the job is performed

What Is a Job?

WorkEffort directed

toward producing or accomplishing

results

TaskA distinct,

identifiable work activity composed of

motions

DutyA larger work segment

composed of several tasks that are performed

by an individual.

ResponsibilityAn obligation to

perform certain tasks and duties.

PositionSet of tasks and duties performed

by single individual

Job Group of positions that are

identical with respect to their major significant tasks and sufficiently alike to be covered by

single analysis

OccupationGeneral class of

jobs

CareerSequence of jobs held

by individual throughout lifetime

Job Description Written narrative describing activities performed on a job; includes info about equipment used and working conditions.

Other Important Job Analysis Terms

Job SpecificationIdentifies major job

responsibilities; outlines specific KSA, and other physical and personal

characteristics necessary to perform a job.

JobGrouping of tasks, duties,

& responsibilities that constitutes the total work assignment for employees

A job is a set of closely related

activities carried out

for pay

Job Analysis Defined

Job Analysis is the SYSTEMATIC process

of collecting and making judgments

about all the important information related to a

job.

This Analysis Includes

Identifying tasks/duties performed

Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks

Reasons For Conducting Job Analysis

Staffing

Training and Development

Compensation and Benefits

Safety and Health

Employee and Labor Relations

Legal Considerations

Types of Job Analysis Information

Work activities

Worker-oriented activities

Machines, tools, equipment, and work aids used

Job-related tangibles and intangibles

Work performanceJob contentPersonal requirements for the job

Questions Job Analysis Should Answer

What physical and mental tasks does the worker accomplish?

When does the job have to be completed?

Where is the job to be accomplished?

How does the worker do the job?

Why is the job done?What qualifications are needed to perform the job?

Job Analysis DecisionsJob Analysis Decisions

What type of information will be collected?

How will the information be collected?

How will the information be recorded or documented?

When Job analysis Is performed

When the organization is founded

When new jobs are created

When jobs are changed significantly as a result of new technologies, methods, procedures, or systems

Uses of Job AnalysisUses of Job Analysis

EqualEmployment

HRPlanning

PerformanceAppraisal

Recruitment Selection

HRResearch

Employee & LaborRelations

Compensation& Benefits

Safety &Health

HRDevelopment

Job Analysis

Importance of Job Analysis

Provide realistic job information's regarding duties, working conditions, and requirements

Identifies relationships between supervisors and subordinates

Defines duties and related tasks

Time required to perform duties

Basis for training, career planning, and career development

Help to determine the worth/pay

Strategic Importance ofJob Analysis

Change in organization’s

strategic goals

Change in people skills

required

Change in way the

organizationoperates

Results inJob descriptions

Job specifications

Steps in Job Analysis

Step 1 Identify how information will be used

Step 2 Review background information

Step 3 Select representative positions to analyse

Step 4 Collect data to analyze job

Review information with incumbents

Develop job description/ specification

Step 5

Step 6

Job Analysis InformationJob Analysis Information

Job Contentassemble boxes

Job Contextplant assemblyline

Worker Requirementsknowledge, skills,abilities

Job analysis outcomes

Job description

Job specification

Job evaluation

Job Description - written narrative describing activities performed on a job; includes information about equipment used and working conditions under which job is performed.

Job Specification - outlines specific skills, knowledge, abilities, physical and personal characteristics necessary to perform a job - What about physical and personal characteristics? Strength, patience, intestinal fortitude, risk-taker.

Job Evaluation Job evolution or job rating is a systematic procedure

for measuring the basis of their common factors such as skill, training, effort, responsibility and job conditions