Job Analysis

Job analysis is the process of collecting job related information.Such information helps in the preparation of job description and job specification. The process of job analysis results in two sets of data : 1. Job description 2. Job specification

Job Description A statement containing items such as job title, Location, Job summary, duties, machine, tools and eqipment, materials and forms used, supervision given or received, working conditions, hazards. Job Specification : Usually it contains such items aseducation,experience,training, judgement,initiative,physical effort, physical skills,responsibilities,communication skills,emotional characterstics,unusual sensory demands such as sight,smell,hearing.

Specifically job analysis involves

1. Collecting and recording job information. 2. Checking the job information for accuracy. 3. Writing job descriptions based on the information. 4. Using the information to determine the skills, abilities and knowledge that are required on the job. 5. Updating the information from time to time.

How does job analysis helps an organisation ? It lays the foundation for 1. Human resource planning 2. Employee hiring 3. Training and development 4. Performance appraisal 5. Salary and wage fixation. 6. Safety and wealth.

Let us talk about the process of job analysis: 1 Strategic choices - such as the extent of employees involvement in job analysis, the level of details of the analysis,timing and frequency of analysis,past oriented versus future- oriented job analysis,job data. Information gathering what type of data is to be collected,what methods are to be employed for data collection?, who should collect the data? Information processing once the job information has been collected,it needs to be processed, so that it is useful in various personnel functions such as in the prepartion of job description and job specification. Job description Job specification

2. 3.

4. 5.

Purposes of job analysis 1. 2. 3. 4. 5. 6. 7. 8. Human resource planning Recruitment and selection Training and development Job evaluation Remuneration Performance appraisal Personnel information Safety and health

Methods of collecting job data 1. 2. 3. 4. 5. 6. 7. 8. Observational method Interviews Questionnaire Checklists Technical conferences Diary Quantitative techniques Position Analysis Questionnaire

What are the problems we face in job analysis? Support from the top management - In most cases the top management support is missing. - The top management should make it clear to all employees that their full and honest participation is extremely important for the process. This message is often not communicated.

Single means and source this relates to the defects in the process of job analysis. There are many proven methods and sources of collecting data.
No Training or motivation - Job holders are a great source of information about the job,but they are not trained or motivated to generate quality data for job analysis. Activities may be distorted - Where training and preparedness do not exist, job holders tend to submit distorted data,either intentionally or inadvertently. For example, employees are likely to speed up, if they know they are being watched.