1. Job Analysis
Prof Srividya Iyengar

2. Coverage Definition Nature of Job Analysis Benefits of Job Analysis
Who should conduct Job Analysis
Process of Job Analysis
Cycle and Competency Bases approach
Methods of Job Analysis
Behavioral factors impacting JA
Role Analysis
Writing Job Description
Job Analysis in ‘Jobless’ world

3. Definition
Job Analysis is a systematic exploration of the activities within a job.
It defines and documents the duties, responsibilities and accountabilities of a job and the conditions under which a job is performed

4. Nature and Important Terms
Job Analysis
Procedure for determining the duties and skill requirement of job and kind of person to be hired for it
Job Description
List of Job’s duties, responsibilities, working conditions and supervisory responsibilities
This is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done.
Job Specification
List of job’s “human requirements” – education, skill, personality
It offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
Job Analysis
Job Tasks
Job Duties
Job Responsibilities
Tasks
Identifiable work activity carried out for a specific purpose
Duties
Larger work segment consisting of several tasks (related in some sequence of events) that are performed by an individual

5. Benefits

6. Who should do Job Analysis
Job incumbents themselves
Supervisors
External analysts

7. Process The major steps involved in job analysis are:
Organizational analysis
Selection of representative positions to be analyzed
Collection of job analysis data
Preparation of job description
Preparation of job specification

8. Cycle

9. Competency Based Approach to Job Analysis
This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job.

10. Job Analysis Methods
Job performance: The analyst actually performs the job in question and collects the needed information
Personal observation: the analyst observes others doing the job and writes a summary
Critical incidents: job incumbents describe several incidents relating to work, based on past experience; the analyst collects, analyses and classifies data.
Interview: job incumbents and supervisors are interviewed to get the most essential information about a job and collects the needed information

11. Panel of experts: experienced people such as job incumbents and supervisors with good knowledge of the job asked to provide the information.
Diary method: job incumbents asked to maintain diaries or logs of their daily job activities and record the time spent and nature of work carried out.

12. Questionnaire method: job incumbents approached through a properly designed questionnaire and asked to provide details
The Position Analysis Questionnaire: it is a standardized form used to collect specific information about job tasks an worker traits.
Management Position Description Questionnaire: it is a standardized
Functional job analysis: it is a systematic process of finding what is done on a job by examining and analysing the fundamental components of data, people and things. form designed to analyze managerial jobs

13. Behavioral Factors Impacting JA
The following behavioral factors must be taken care of while carrying out a job analysis
Exaggerate the facts
Employee anxieties
Resistance to change
Overemphasis on current efforts
Management straight jacket

14. Role Analysis
To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps:
Identifying the objectives of the department and the functions to be carried out therein
Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him
Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent
The incumbent's role is clarified and expressed in writing after integrating the diverse viewpoints expressed by various role partners.

15. Writing Job Description
Job Identification
Job Summary
Responsibilities and Duties
Authority of the Incumbent
Standards of Performance
Working Conditions
Job Specifications
Sections of a Typical Job Description

16. Job Analysis in ‘Jobless’ world
Assigning additional activities (same level) - Increase in no of activities performed
Redesigning jobs in a way that it increases opportunities to the worker
Job Enlargement
Job Enrichment
Job Design: Specialization and Efficiency?
Job Rotation
Systematically moving worker from one job to another

17. Contd… Dejobbing the Organization
Flattening the Organization
Reengineering Business Processes
Dejobbing the Organization
Using Self-Managed Work Teams
Dejobbing - Broadening responsibilities of the company’s jobs and encouraging employees not to limit themselves on what is there in their JD