Akhil SrivastavaDebosmita GhoshalNeha VermaPrasant KumarPravin MittalSandeep PandeyShalini KumariTejender Singh

Job Analysis refers to various methodologies for analyzing the requirements of a job. A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

It Includes: Reviewing the job responsibilities of current employees

Doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs

Analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position

Researching and sharing with other companies that have similar jobs andarticulation of the most important outcomes or contributions needed from the position.

The more information you can gather, the easier the actual writing of the job description will be.

The usual Methods of performing Job Analysis include:

ObservationIndividual Interviews (with job incumbents)Group InterviewsTechnical Conference/Focus GroupsQuestionnaires (either structured or open-ended)Work DiariesCritical IncidentsEquipment Design/Process InformationRecording of Job Activities (e.g., keystroke recorders/counters, camera monitors)Records (e.g., operational logs, maintenance records)

Some of the Agents used in conducting Job Analysis include:

Trained Job AnalystsSupervisorsIncumbentsCameras/MonitorsPhysiological sensorsDigitizing tools for recording physical activities

Lack of top management support

Lack of training of the analyst and incumbent

Use of only one method

Use of single source of data only

Other Problems are:Lack of participation of all stakeholders Job-based rather than person-based. Lack of reward for providing quality information Insufficient time allowed for the process Intentional or unintentional distortion from incumbent Absence of a reviewTime spent of job analysis too lengthy

PROCESS OF JOB ANALYSIS

STRATEGIC CHOICES

GATHER INFORMATION

PROCESS INFORMATION

JOB DISCRIPTION

JOB SPECIFICATION

Laying the foundation for Human Resource Planning.

Laying the foundation for Employee Hiring.

Laying the foundation for Training & Development.

Laying the foundation for Performance Upraisal.

Laying the foundation for Salary and Wage Fixation.

Laying the foundation for Safety and Wealth.

A job description is a list of the general tasks, or functions, and responsibilities of a position.

It also includes to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job.

Job title A specific designation of a post within an organization, normally associated with a job description that details the tasks and responsibilities that go with it.

Job duties may also be called Tasks Performed; may be as lengthy as necessary to fully describe each essential duty or responsibility.

Roles and responsibilities includes supervisory level, managerial requirements, and any working relationships and may also include your corporate/individual objective Salary and benefits Describe the compensation type, hourly or salary, and amount. It includes both standard benefits and any fringe benefits associated with the position

Recruitment and Selection: As a mechanism for recruitment (determining qualifications) Recruit for vacancies Counsel people on career opportunities and their vocational interests provide guidelines for the recruitment process

Training and development: For advising on employee training and development Identify training requirements

Performance Appraisal: For establishing and updating performance standards Establish performance requirements Identify a performance standard of work that can be measured in terms of quality, quantity, time and cost;

Human resource planningFor reorganization/realignment/reductions in force planning. For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).

Human resource information systemClearly define channels of communication; Assign occupational codes, titles and/or pay levels to jobs For developing internal and/or external announcements

People managementObtain mutual agreement between supervisors and subordinates with regards to the functions, job content and the performance standard attached to a specific post. For assigning jobs.

Compensation: Job description can be used in compensation to identify or determine:Job factors of compensation. Work environment (e.g., hazards; attention; physical effort) etc

Job specification: It is a written statement of qualification, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively.

1.Job specification information: The first step in a program of job specification is to prepare a list of all jobs in the company and where they are located.

2. The second step is to secure and write up information about each of the job in a company. It includes :

Physical specification: Physical qualification or physical capacities include physical features like height, chest, vision, chest hearing, ability to lift weight, health, age, capacity to use or operate machines, tools, equipment etc.

Mental specification: Mental specification include the ability to perform, arithmetic calculations to interpret data, ability to plan, reading ability, judgment, ability to concentrate, general intelligence, memory, decision making skill, ability to handle the pressure.

Emotional and social specification:These include emotional stability, flexibility, social adaptability in human relationship, personal appearance including dress, posture, poise, features,and voice required by the job.

Behavioural specification:These specification include judgement,research,creativity,teaching ability,maturity,self-reliance etc.

Employee Specification: Job specification information must be converted into employee specification information in order to know what kind of person is needed to fill a job.

Employee specification information include the following:Age ,Sex ,Educational Qualification ,Experience, Social background, Family background, Extra curricular activity and Hobbies etc