Job analysis-ppt

Job analysis

1. JOB ANALYSIS
KULDEEP MATHUR
M.B.A. JIWAJI UNIVERSITY
GWALIOR

2. Job Analysis
Job analysis is a systematic investigation of the
tasks, duties and responsibilities necessary to do
a job.
Job analysis is the process of collecting job
related information.

3. Objectives/Purpose of Job
Analysis

4. Process of Job analysis

5. Types of Job analysis Information
Work Activities:
Machines, Tools, Equipments and Work Aids
used
Personal requirements
Job context

6. Outcomes of Job Analysis

The information obtained from job analysis is
classified into three categories.
Job description
Job specification
Job evaluation

7. Job Description
A job description is a written statement of the duties,
responsibilities, required qualifications and reporting
relationships of a particular job.
The job description is based on objective information
obtained through job analysis.
Job description acts as an important resource for
Describing the job to potential candidates
Guiding new hired employees in what they are
specifically expected to do
Providing a point of comparison in appraising whether
the actual duties align with the stated duties.

8. Example of Job Description
JOB TITLE:_____ OCCUPATIONAL
CODE: ________
REPORTS TO:___ JOB NO. :
___________________
SUPERVISES:___ GRADE LEVEL:
_______________
AS ON DATE :_________
FUNCTIONS:
____________________________________________________________
__________________________________________
DUTIES AND RESPONSIBILITIES:
____________________________________________________________
__________________________________________
JOB CHARACTERISTICS:
____________________________________________________________
__________________________________________

9. Job specification
•Job specifications specify the minimum acceptable
qualifications required by the individual to perform the
task efficiently. Based on the information obtained from
the job analysis procedures, job specification identifies
the qualifications, appropriate skills, knowledge, and
abilities and experienced required to perform the job.
•Job specification is an important tool in the selection
process as it keeps the attention of the selector on the
necessary qualifications required for that job.

10. Example of Job Specification
JOB TITLE: __________________________
EDUCATION:_________________________
PHYSICAL HEALTH:
______________________________________________________
______________________________________________________
____________
APPEARANCE:
______________________________________________________
______
MENTAL ABILITIES:
_______________________________________________
SPECIAL ABILITIES:
_______________________________________________
PREVIOUS WORK EXPERIENCE :
______________________________________________________
______________________________________________________
____________
SPECIAL KNOWLEDGE &
SKILLS:_____________________________________
OTHER :
______________________________________________________
__

11. Job Evaluation
Job evaluation provides the relative value of
each job in the organization. It is an important
tool to determine compensation administration.
If an organization is to have an equitable
compensation program, jobs that have similar
demands on terms of skills, education and other
characteristics should be placed in the common
compensation groups.

12. Methods of Collecting Job
Analysis Data
Observation
Performing the job.
Critical incidents
Interview- individual & group
Panel of experts
Diary method
Questionnaire
Structured
Unstructured

13. Methods of collection Job
description data
Diary/log books
Observation
Interview
Questionnaire:
Structured
Unstructured

14. Which method to use ?
Factors to be considered before choosing the
method of collecting data are:
No. of job/employees to be considered.
Time limit
Cost factors
Education levels of incumbents
Type of data required.

15. Questionnaires
Unstructured format is more useful when:
Questions are open ended.
Questions that probing
The number of incumbents is less
 Roles are unclear
Structured more useful when:
The jobs are fixed and duties extremely clear.
Number of incumbents is large.

16. Which questionnaire to use ?
An optimum combination of
structured as well as unstructured
questions can lead to the best
questionnaire. A questionnaire is
the best alternative to interviewing
a large number of employees. It is
much more cost effective.

17. THANK YOU.
Have a nice day!