Job analysis

Job analysis

Prepared by: Nishna Sathyan,K.M

Job analysis???

Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job.

The two outcomes….

Job description

Job specification

Strategic choices

Gather information

Process information

Job description

Job specification

Process of job analysis

Strategic choices

Employee involvement

The level of details

When and how often

Past oriented versus future oriented

Sources of job data

Employee involvement

Employees asked to supply vital information about the content of job

The level of details

The level of analysis vary from detailed to broad

When and how often

Job analysis is conducted

An organisation is newly established and the job analysis is initiated for first time

A new job is created in an established company

A job is changed significantly due to change in technology, methods, procedure or systems

Organization contemplating a new remuneration plan

Past oriented versus future oriented

When an organisation changes rapidly due to fast growth or technological change, a more future oriented is

desired.

Sources of job data

Human sources

Non-human sources

Gather information

Work activities

Machine, tools, equipment and work aids used

Job context

Personal requirements

Process information

After collecting information it need to be processed so that it would be useful in various personnel function

Job description and job specification

Person responsible for data collection

Trained analyst

Supervisor

Job holder

Purposes of job analysis

Human resource planning

Recruitment and selection

Training and development

Job evaluation

Remuneration

Performance appraisal

Personnel information

Safety and health

Human resource planning

Recruitment and selection

Recruitment and selection need to be proceeded by job analysis

Training and development

Training and development programme can be designed depending on the job requirements

Job evaluation

Determination of relative worth of each job

Relative worth is determined on the basis of job description and job specification

Remuneration

Employee need to be remunerated depending on the grades of jobs they occupy.

Performance appraisal

Assessment of actual performance of an employee against what is expected from him

Safety and health

Job analysis provides an excellent opportunity to uncover and identify hazardous condition and unhealthy environmental factors

Methods of collecting job data

Observation method

Positive side Simple Accurate data

Negative side Time consuming Inapplicable to jobs with high

proportion of mental activity

Interviews

Time consuming

Effectiveness of interview method depends on the interviewer

Questionnaire

Information on a large number of jobs can be collected in a relatively short period of time

Helps to save time and staff required to carry out the job analysis programme

Checklist

Similar to a questionnaire Contains fewer subjective judgments, tends to be yes-or-

no variety

Technical conferences

Details about job are obtained from supervisors

Lack accuracy because actual job holders are not involved in collecting information

Diary method

Job holders record in detail their each day activities

Time consuming

Takes considerable time of a production worker

Job enlargement

Hezberg said job enlargement is simply “adding zero to zero” meaning that “one set of boring tasks is simply added to another set of boring tasks”

Job enrichment

Improves both task efficiency and human satisfaction

Conclusion…

“RIGHT PERSON for the RIGHT JOB at the

RIGHT TIME in a RIGHT PLACE”

References…

Aswathappa,K(2002) “Human Resource and Personnel Management”. Tata McGraw-Hill Publishing Company Ltd, New Delhi.