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PresentationPresentation

OnOn

Job AnalysisJob Analysis

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Meaning of Job AnalysisJob analysis is a detailed and systematic study of jobs

to know the nature and characteristics of the people to be

employed on various jobs. It involves the collection of

necessary facts regarding jobs and their analysis.

According to Edwin B.Flippo

Job analysis is the process of studying and

collecting information relating to the operations and

responsibilities of a specific job

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Components of Job Analysis

Job identification

Nature of the jobOperations involved in doing the job

Material & equipment required to do the job

Personal qualities required to do the job

Objectives of Job analysis

Work simplification

Establishment of standards of performance

Support to the other personal activities

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Uses & Importance of Job analysis

Organisational design

Manpower planning

Recruitment & selection

Placement & orientation

Training & development

Job Evaluation

Performance Appraisal

Job design and Redesign

Safety & Health

Discipline

Employee counseling

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Process of Job AnalysisProcess of Job Analysis

Organising & planning for the programme

Redesigning the Job

Developing job specifications

Collecting job Data

Preparing Job Descriptions & job

classifications

Obtaining current job design information

Conducting Needs Research

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Techniques of Job AnalysisTechniques of Job Analysis

(M

ethods of Data Collection)(M

ethods of Data Collection)

ObservationMethod

Interview

Record

Critical incidents

Job performancePanel of Experts

Questionnaire

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Job DescriptionJob Description

A job description is the written statement of what the jobholder does, how it is done, under what conditions it is

done and why it is done.

Contents of Job DescriptionJob title

Job summary

Job Duties and Responsibilities

Working conditionsSocial environment

Machines, tools and Equipments

Supervision

Relation to other Jobs

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Uses of Job DescriptionUses of Job Description

Job grading and classificationJob grading and classificationPlacement of new employees on a job.Placement of new employees on a job.

Orientation of new employees towards basic duties andOrientation of new employees towards basic duties and

responsibilities.responsibilities.

Promotions and transfers.Promotions and transfers.Defining limits of authorityDefining limits of authority

Health and fatigue studies.Health and fatigue studies.

Investigating accidents.Investigating accidents.

Organisational change and development.Organisational change and development.

Developing performance standards.Developing performance standards.

Work measurement and work improvement.Work measurement and work improvement.

Redressal of grievances relating to duties andRedressal of grievances relating to duties and

responsibilitiesresponsibilities

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Job specificationJob specificationJob specification summaries the human characteristicsJob specification summaries the human characteristics

needed for satisfactory job completion.needed for satisfactory job completion.

The personal attributes that are described through jobThe personal attributes that are described through job

specification may be classified into three categories:specification may be classified into three categories:

Essential attributes : skills, knowledge and abilities aEssential attributes : skills, knowledge and abilities a

person must possess.person must possess.

Desirable attributes: qualifications a person ought toDesirable attributes: qualifications a person ought to

possess.possess.

ContraContra--indicators : attributes that will become a handicap toindicators : attributes that will become a handicap to

successful job performance.successful job performance.

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Job DesignJob Design Job Design is the process of deciding on the contents of aJob Design is the process of deciding on the contents of a

job in terms of its duties and responsibilities, on thejob in terms of its duties and responsibilities, on the

methods to be used in carrying out the job in terms ofmethods to be used in carrying out the job in terms of

techniques, systems and procedures and on thetechniques, systems and procedures and on the

relationships that should exist between the jobholders andrelationships that should exist between the jobholders and

his superiors, subordinates and colleagues.his superiors, subordinates and colleagues.

METHODS

OF JOB DESIGN

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