Job Analysis

To access the quality of the manpower required in the organizations, various attributes have to be taken into account such as qualification, experience, aptitude etc of employees required by the organizations. This calls for Job Analysis. Dale Yoder has suggested Job Analysis as technique for determining Human Resource requirement. Job Job is a collection/ aggregation of tasks, duties, responsibilities, which as a whole is regarded as a regular assignment to individual employee. Job Analysis is a process of determining the tasks involved in the job and personal qualities of the individuals required to perform the job.

Two valuable sources of information generated by Job Analysis are Job Description and Job Specification. These two provide concrete information regarding the job, and clearly charts out the duties and responsibilities of total workforce. Job Description Job Description is a factual written record or statement of the duties, responsibilities and requirements of a particular job itself. In brief, it is a written record of what an employee does, how he/she does it and what are the working conditions. Job Specification Job Specification is a statement on minimal acceptable human qualifications necessary for proper performance on a job.

Job Analysis

Job Description
Job Title Job Location Job Summary Job Duties Working Conditions Social Environment Hazards

Job Specification
Education Experience Training Physical Skills Comm. Skills Emo. Characteristics Special Skills sight, smell etc.

Process of Job Analysis

Collection of background Information

Selection of uses of Information

Collection of Job Analysis Data

Develop a Job Description

Develop a Job Specification

Review and update Information

Benefits of Job Analysis

It helps in proper placement of employees by matching job requirements. It helps to improve the efficiency due to better placement of employees. It helps in improving work standards. It provides a basis for manpower planning and for intelligent recruitment and selection of employees for an organization. It helps in devising training and development programmes for the employees. By facilitating the match of employees skills and job requirements, it helps to improve job satisfaction. It assists the management in proper allocation of authority and responsibility by describing the duties of each job and the interrelationship among jobs.

Important benefits of Job Analysis

Multifaceted Nature of Job Analysis
Recruitment Human Resource Planning Selection

Job Evaluation

Placement

Job Design and Redesign

Training

Performance Appraisal Employee Safety

Counselling

Job Analysis Methods

Job Analysis Methods

Observation

Interviewing

Questionnaires

Self-recording Diary

Technical Conference

Specimen of Job Description

Job Title Code Department Job Summary Job Duties Compensation Manager HR/2310 Human Resource Department Responsible for the design and administration of employee compensation programmes. v v Conduct job analysis. Prepare job descriptions for current and projected positions.

v
v

Evaluate job descriptions and act as Chairman of Job Evaluation Committee.

Insure that companys compensation rates are in tune with the companys philosophy.
Cont

Specimen of Job Description

v Relate salary to the performance of each employee. Conduct periodic salary surveys.

v Develop and administer performance appraisal programme.

v Develop and oversee bonus and other employee benefit plans. v Develop an integrated HR Information System. Working Conditions Normal. Eight hours per day. Five days a week.

Report to

Director, Human Resource Department.

Job Specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.

Specimen of Job Specification

Education v MBA with specialisation in HRM/ MA in Social Work/ PG Diploma in HRM.

v A degree or diploma in Labour Laws is desirable.

Experience Skill, Knowledge, Abilities v At least 3 years experience in a similar position in a large manufacturing company. v Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. v Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations v Ability to conduct meetings, to plan and prioritise work.

Work Orientation Factors

Age

v The position may require upto 15 per cent travel.

v Preferably below 30 years.