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JOB ANALYSIS
Job Analysis: A Basic Human
Resource Tool
Studying and under-standing jobs through the process known
as job analysis is a vital part of any HRM program.
Job Analysis
Knowing Who Does What?
Purposes of the job
Analysis
Major duties or activities required
Conditions under which the job is performed
What Is a Job?
WorkEffort directed toward
producing or accomplishing
results
TaskA distinct, identifiable
work activity composed of motions
DutyA larger work segment
composed of several tasks that are performed by an
individual.
ResponsibilityAn obligation to perform
certain tasks and duties.
PositionSet of tasks and
duties performed by single individual
Job
Group of positions that are identical with respect to their major significant tasks and
sufficiently alike to be covered by single analysis
OccupationGeneral class of
jobs
CareerSequence of jobs held
by individual throughout lifetime
Job DescriptionWritten narrative describing
activities performed on a job; includes info about
equipment used and working conditions.
Other Important Job Analysis TermsJob Specification
Identifies major job responsibilities; outlines specific KSA, and other physical and personal
characteristics necessary to perform a job.
JobGrouping of tasks, duties,
& responsibilities that constitutes the total work
assignment for employees
A job is a set of closely
related activities
carried out for pay
Job Analysis Defined
Job Analysis is the SYSTEMATIC process of
collecting and making judgments about all the
important information related to a job.
This Analysis Includes
Identifying tasks/duties performed
Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
Reasons For Conducting
Job Analysis
Staffing
Training and Development
Compensation and Benefits
Safety and Health
Employee and Labor Relations
Legal Considerations
Types of Job Analysis
Information
Work activities
Worker-oriented activities
Machines, tools, equipment, and work aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job
Questions Job Analysis Should
Answer
What physical and mental tasks does the worker accomplish?
When does the job have to be completed?
Where is the job to be accomplished?
How does the worker do the job?
Why is the job done?
What qualifications are needed to perform the job?
Job Analysis Decisions
Job Analysis Decisions
What type of information will be collected?
How will the information be collected?
How will the information be recorded or documented?
When Job analysis Is performed
When the organization is founded
When new jobs are created
When jobs are changed significantly as a result of new technologies, methods, procedures, or systems
Uses of Job Analysis
Uses of Job Analysis
EqualEmployment
HRPlanning
PerformanceAppraisal
Recruitment Selection
HRResearch
Employee & LaborRelations
Compensation& Benefits
Safety &Health
HRDevelopment
Job Analysis
Importance of Job Analysis
Provide realistic job information's regarding duties, working conditions, and requirements
Identifies relationships between supervisors and subordinates
Defines duties and related tasks
Time required to perform duties
Basis for training, career planning, and career development
Help to determine the worth/pay
Strategic Importance ofJob Analysis
Change in organization’s
strategic goals
Change in people skills
required
Change in way the
organizationoperates
Results inJob descriptions
Job specifications
Steps in Job Analysis
Step 1 Identify how information will be used
Step 2 Review background information
Step 3 Select representative positions to analyse
Step 4 Collect data to analyze job
Review information with incumbents
Develop job description/ specification
Step 5
Step 6
Job Analysis
Information
Job Analysis
Information
Job Contentassemble boxes
Job Contextplant assemblyline
Worker Requirementsknowledge, skills,abilities
Job analysis outcomes
Job description
Job specification
Job evaluation
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