1. Job Analysis Rashmi Farkiya

2. Contents INTRODUCTION NEED FOR JOB ANALYSIS. APPROACHES TO JOB ANALYSIS COMPONENTS OF JOB ANALYSIS. PROCESS OF JOB ANALYSIS SOURCES OF JOB INFORMATION METHODS OF JOB ANALYSIS USES OF JOB ANALYSIS

3. Introduction JOB: A Job is a collection or aggregation of tasks, duties and responsibilities which as a whole,is regarded as a regular assignment to individual employees and which is different from other assignments. (Dale Yoder)

4. Conti…. JOB ANALYSIS: Job Analysis is the process of getting information about jobs specially what the worker does, how he gets it done, why he does it, skill, education, training required, relationship to other jobs, physical demands, environmental conditions. (Jones and Decothis)

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6. What is the need for job analysis? Three major factors create the need for job analysis: statutory concerns, such as equal employment opportunity responses to business competition—recruiting and retaining talent technological changes that create new jobs and render others obsolete

7. Conti… Job analysis has many purposes. One is for Career development. Many organizations have systems that allow employees to move up the ranks to higher and higher positions. Job analysis reveals the KSAO requirements for jobs at each level of the career ladder.

8. Conti….. Employees benefit because they know what they need to do or learn to be eligible for promotion. Organizations benefit because they develop an available supply of candidates prepared for higher level positions.

9. Approaches to Job Analysis Job Oriented: Focuses on the task and provides information on the nature of the tasks done on the job. This type of job analysis often provides a very long and detailed report.

10. Conti… Person Oriented: Person-oriented approach focuses on worker characteristics. Provides a description of the attributes, characteristics, or KSAO’s necessary for a person to perform a job successfully.

11. Components of Job Analysis Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job analysis can be further categorized into following sub components.

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13. Job Position Job position refers to the designation of the job and employee in the organization. Job position forms an important part of the compensation strategy as it determines the level of the job in the organization.

14. Conti… Job Description: Functional description of a content of a job. It is the description of activities to be performed in a job, the relationship of job with other jobs, the equipment and tools involved, the nature of supervision, working conditions and hazards of the job and so on. Contents: Job Title Location

15. Conti…. Job Summary Duties. Machines, tools and equipments Report to Working Conditions Hazards.

16. Conti…. Job Worth Job Worth refers to estimating the job worthiness i.e. how much the job contributes to the organization. It is also known as job evaluation. Job description is used to analyze the job worthiness.

17. Process of Job Analysis The major steps involved in job analysis are as follows: i. Organizational Analysis ii. Selection of representative jobs for Analysis. iii. Collection of job analysis data. iv. Preparation of job description. v. Preparation of job specification.

18. Conti…. Job Specification: Job Specification is a statement of the minimum levels of qualification, skills, physical and other abilities, experience, judgement and attributes required for performing job effectively. Contents: Education Experience

19. Conti… Training Judgement Initiative Physical Effort Mental Effort. Communication Skills Unusual sensory demands such as sight, smell and hearing

20. Sources of Job Information SMEs (Subject Matter Experts) people who have in-depth knowledge of specific job under analysis, job skills, and abilities Job Incumbent Supervisors Existing job descriptions and specifications Training Manuals Other companies with similar jobs.

21. Uses of Job Analysis Human Resource Planning. Recruitment. Selection. Placement and Orientation. Training Employee Safety. Performance Feedback & Evaluations Job designing and Redesign.

22. Methods of Job Analysis The methods that managers can use to determine knowledge, skills and abilities for successful performance are as follows: Observation: A job analyst watches employees directly or reviews films of workers on the job. This method is time consuming and can be costly. Individual Interview Method: In this method meeting with an employee is done to determine what his or her job requires.

23. Methods of Job Analysis Group Interview: This method is similar to individual interview method except that a number of employees are interviewed at the same time. Sample Questions: What are your most typical duties? How long do they take? How do you do them? Describe a typical day.

24. Methods of Job Analysis Structured Questionnaire: In this method employees are sent a specifically planned questionnaire on which they rate tasks they perform on their job. Examples PAQ

25. Conti…. Critical Incident Method Diary Panel of experts.