1. Job Analysis
Chapter-4

2. The Nature of Job Analysis
Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization.

3. The Nature of Job Analysis
Job Description: A list of job’s duties, responsibilities, reporting relationships, working conditions, supervisory responsibilities.
Job Specification: A list of job’s “Human Requirements”, that is the requisite education, skills, personality, and so on.

4. Types of information collection via Job analysis
Work Activities
Human behavior
Machines, tools, equipment and work aids
Performance standards
Job Context
Human requirements

5. Uses of job analysis information
Job description & Job specification
Recruitment & Selection decision
Training requirements
Performance Appraisal
Job evaluation-Compensation

6. Steps in Job analysis
Step 1: Decide how and where the information will be used, to determine which data to collect and how to collect them.
Step 2: Review relevant background information such as organization charts, process charts, and job description.
Step 3: Select representative positions.
Step 4: Actually analyze the job
Step 5: Verify job analysis information with the worker performing the job and with his immediate supervisor.
Step 6: Develop a job description and job specification.

7. Methods of Collecting Job Analysis Information
Interview
Questionnaires
Observation
Participant Diary/ Log

8. Writing Job Descriptions
A job description is a written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are.
There are no standard format for writing a job description. However most descriptions contain certain sections that cover:
Job identification
Job summary
Responsibilities and duties

9. Writing Job Descriptions
Authority of incumbent
Standards of performance
Working conditions
Job specifications

10. Some Important Concepts
Job Enlargement: Job enlargement means increasing the scope of a job through extending the range of its job duties within the same level. Job enlargement (sometimes also referred to as “horizontal loading”) involves the addition of extra, similar, tasks to a job. In job enlargement, the job itself remains essentially unchanged.
Examples: Small companies may not have as many opportunities for promotions, so they try to motivate employees through job enlargement.

11. Some Important Concepts
Job Enrichment: Job enrichment adds new sources of Job satisfaction by increasing the level of responsibility of the employee.
It means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, growth, achievement and recognition.
The purpose of job enrichment is to improve the overall quality of the employee's job and therefore motivate the employee to accomplish more.

12. Some Important Concepts
Job rotation means systematically moving workers from one job to another to enhance work team performance and to broaden his/her experience and identify strong and weak points to prepare the person for an enhanced role with the company.

13. Thank you