Job analysis is the process of studying and collecting information relating to the operations and responsibilities of specific job Purposes and Uses 1.Human resource Planning 2.Recruitment 3.Selection 4.Placement and Orientation 5.Training 6.Counseling 7.Employee Safety 8.Performance Appraisal 9.Job Design 10.Job Evaluation 11.Discipline 12.Labour Relations 13.Compensation and Benefits

Determination of Uses of Job Analysis Strategic choices in Job analysis Information Collection Information Processing Job Description Job Specification

Checklist Self – Recording of Diary Task Inventory Analysis Interview Critical Incident

Lack of Support from Top Management Relies on single Method for Data Collection Lack of Training / Motivation Distortion of Activities Supervisor and the employee do not take part in the design of Job analysis Employees are not allowed enough time to complete the analysis Employees Fears Need to update information that has been gathered

“Job redesign is the alteration of specific jobs with the intent of increasing both the quality of the employees’ work experience, and their on the job productivity”. Nature: 1.Alters the Basic relationship between Worker and Job 2.Results in a Zero – Defects programme 3.Re- Gains the Opportunity 4.Organizational Change

Job Enlargement Job Rotation Job Enrichment Importance Enhances the quality of work life Increases Productivity Brings the sense of belongingness of Employees Creates a right person – Job fit