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Techniques of job analysis

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Manas Upadhyay
Manas Upadhyay

Job analysis is the process of collecting information about the duties, skills, and requirements of a job. It provides essential information for human resource planning, recruitment, job evaluation, training and development, performance appraisal, job design, compensation, organizational design, and workplace safety. A job analysis identifies the key tasks and responsibilities of a job, the skills and qualifications required to perform the job, and how the job is performed. This information is used to develop job descriptions and job specifications.

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Techniques of job analysis
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 Moller Gilbreth in the early 20th century.
Techniques of job analysis
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 Specification Description • 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, R elationships 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, Experie nce, 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
Techniques of job analysis
Techniques of job analysis
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
Techniques of job analysis
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
Techniques of job analysis
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

More Related Content

Techniques of job analysis

  • 3. 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 Moller Gilbreth in the early 20th century.
  • 5. 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
  • 6. • 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.
  • 7. 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
  • 8. 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
  • 9. Description vs Specification Description • 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, R elationships 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, Experie nce, Aptitude, etc required for the job. • It is prepared after Job Description.
  • 10. 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
  • 13. 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
  • 14. 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.
  • 15. 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
  • 17. 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
  • 18. 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
  • 19. 5. Performance Appraisal • Set Goals and objectives • Set Performance standards • Length of probationary periods • Duties to be evaluated • Evaluation criteria
  • 21. 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.
  • 22. 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
  • 23. 8. Organisational Design • Creating interrelationship among jobs • Responsibility with authority • Accountability • Minimising duplications • Formation of Hierarchical positions
  • 24. 9. Safety • Uncover or Identify hazardous condition • Corrective measures to prevent it • Safeguard the Human Resource of Organisation