Submitted by

STUDENT OFDEPARTMENT OF BUSINESS ADMINISTRATION

*

*

Job Analysis

“Job Analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”.

*

Work activities.

Human behaviors.

Machines, Tools, Equipment, & Work aids.

Performance standards.

Job context.

Human requirements.

*

*Products made

*Materials processed

*Knowledge

*Services

*

*Working conditions

*Schedule

*Organizational

context

*Social context

*

*Job-related knowledge and skills

*Education

*Training

*Work experience

*Personal attributes

*Aptitudes

*Physical characteristics

*Personality

*Interests

*

Develop a job description and job specification

Verify the job analysis information

Actually analyze the job

Select representative positions

Review relevant information

Decide how you will use the information

8

*Job

Analysis

Job Descriptions

Job Specifications

The process of

getting detailed

information

about jobs.

*

JOB DESCRIPTION

• Job Identification

• Job summary

• Job duties and responsibilities

•Working conditions

•Machines tools and equipment's

•Social environment

•Supervision

•Related to other job.

*

•Qualifications

• Experience

•Physical characteristics

•Psychological characteristics

•Social characteristics

*

12

ObservationDiary

Job AnalysisMethods

Interview• Individual• Group

QuestionnaireTechnical

Conference

*

1.Facilitates proper publicity of job

2.Selection of psychological test

3.Facilitates purposeful interviews

4.Facilitates appropriate medical examination

5.Facilitates scientific selection placement and orientation

6.Facilitates scientific promotions and transfers

*

The process of defining how work will be performed and what tasks will be required in a given job.

Factors affecting job designing Organizational factors Environmental factors Behavioral factors

OBJECTIVES OF THE ORGANIZATION

Greater Job Satisfaction

Increased Performance

Reduced Absenteeism & Turnover

Greater Profitability

*

The process of determining how much a job should

be paid, balancing two goals

Internal Equity

External Competitiveness

*

• Ranking or job comparison

• Grading or job classification

Non-quantitative

• Point rating

• Factor comparisonQuantitative

*Job Ranking

The importance of order of job is judged in terms of duties, responsibilities and demands on the job holder.

For example,

* System of job evaluation by which jobs are classified and

grouped according to a series of predetermined wage

grades.

For example,

Class I

Executives

Office Manager, Deputy office

manager, Departmental

supervisor.

Class II

Skilled workers

Purchasing assistant, Cashier,

Receipts clerk.

Class III

Semiskilled workers

Machine-operators,

Switchboard operator.

Class IV

Semiskilled workers

File clerks, Office boys.

*

*Employee Satisfaction is Organization’s Success