Job Analysis

Job Analysis
• Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of
these duties for a given job.
• Job Analysis is a process where judgements are made about data
collected on a job.
• It is the first step in a thorough understanding of the job and forms
the basis of job description which leads to job specification.
• Also called human resource audit, job study, or occupational analysis.

Its about The Job; not the person

Its objectives include
(a) determination of the most efficient methods of doing a job,
(b) enhancement of the employee's job satisfaction,
(c) Improvement in training methods,
(d) development of performance measurement systems, and
(e) matching of job-specifications with the person-specifications in
employee selection.
Purpose of Job Analysis

Selection Procedures
Job Analysis can be used in selection procedures to identify or develop:
• job duties that should be included in advertisements of vacant positions;
• appropriate salary level for the position to help determine what salary
should be offered to a candidate;
• minimum requirements (education and/or experience) for screening
applicants;
• interview questions;
• selection tests/instruments (e.g., written tests; oral tests; job simulations);
• applicant appraisal/evaluation forms;
• orientation materials for applicants/new hires
Purpose of Job Analysis

Determining Training Needs

Job Analysis can be used in training/"needs assessment" to identify or
develop
• training content
• assessment tests to measure effectiveness of training
• equipment to be used in delivering the training
• methods of training (i.e., small group, computer-based, video,
classroom...)
Purpose of Job Analysis

Compensation
Job Analysis can be used in compensation to identify or determine:
• skill levels
• compensable job factors
• work environment (e.g., hazards; attention; physical effort)
• responsibilities (e.g., fiscal; supervisory)
• required level of education (indirectly related to salary level)
Purpose of Job Analysis

Performance Review
Job Analysis can be used in performance review to identify or develop:
• goals and objectives
• performance standards
• evaluation criteria
• length of probationary periods
• duties to be evaluated
Steps in Job Analysis
Methods of Job Analysis

• incumbent interviews • task inventories

• supervisor interviews • check lists
• expert panels • open-ended questionnaires
• structured questionnaires • observation
• incumbent work logs
Process of Job analysis

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Job Description
• A broad, general, and written statement of a specific job, based
on the findings of a job analysis. It generally includes duties,
purpose, responsibilities, scope, and working conditions of a job
along with the job's title, and the name or designation of the
person to whom the employee reports.
• Job description usually forms the basis of job specification.

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Job Specifications
A statement of employee characteristics and qualifications
required for satisfactory performance of defined duties and
tasks comprising a specific job or function.
 Job Description
JD is a statement of job
Content such as
• Job Identification
• Job Summary
• Duties and Responsibilities
• Supervision
• Relationship with Other Jobs
• Machine, tools and
equipment
• Working Conditions
• Social Environment
Job Specifications
JS is a statement of human
Qualification such as
• Physical characteristics
• Psychological and social
characteristics
• Mental Characteristics
• Personal Characteristics such as
Gender, education, family
background, job experience,
hobbies, extracurricular
activities etc.
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