JOB ANALYSIS
Job Analysis forms the basis for scientific recruitment and selection in an
organization. To recruit the right people for the job, the organization must be
aware of the duties and functions to be performed in the job, as well as the
qualities and qualifications required by the person performing the job.
DEFINITIONS
- Job Analysis is the process of studying and collecting information
relating to the operations and responsibility of a specific job.
- Job Analysis is a step-by-step specification of an employment position’s
requirements, functions, and procedures.
- Job Analysis is the process to identify and specify in detail the
particular job duties and requirements and the relative importance of
these duties for a given job. It is the process where judgments and are
made about data collected on a job.
JOB ANALYSIS
JOB DESCRIPTION
Job Description is a statement describing the job and gives all necessary
details of the job for which the recruitment is to be made. It is typically a
written record of the duties, responsibilities and requirements of a particular
job.
JOB DESCRIPTION
JOB TITLE
DUTIES
LOCATION
PHYSICAL EFFORT
HAZARDS
WORKING CONDITIONS
Typically, Job Descriptions are used especially for advertising to fill an open
position, determining compensation and as a basis for performance reviews.
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JOB SPECIFICATION
Job Specification is also known as man specification. Job Specification
summarizes the human characteristics needed for satisfactory job
completion. It spells out the important attributes of a person in terms of
education, experience, skills, knowledge, and abilities to perform a particular
job. It is a logical outgrowth of a jobs description.
JOB SPECIFICATION
EDUCATION
EXPERIENCE
TRAINING
INITIATIVE
COMMUNICATION SKILLS
PERSONALITY
RESPONSIBILITY
JUDGMENT
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STRATEGIC CHOICES
COLLECTION OF REQUIRED
INFORMATION
PERSONS COLLECTING
INFORMATION
METHODS OF COLLECTING
INFORMATION
PROCESSING OF COLLECTED
INFORMATION
It is important to start off the process by identifying the need for conducting
a Job Analysis. This will help you determine the methods to be used, the type
of information to the collected, the persons to be interviewed, etc. Also, the
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Once you have identified the reasons for conducting Job Analysis, you must
select the job that will be analyzed. This selection will help give your
procedure a clearer path. Changes taking place in the Industry, recruitment
of new individuals for the jobs, changing certain aspects of the job are some
of the reasons why jobs are selected to the analyzed.
While selecting the jobs to the analyzed, the organization has to make
certain choices known as ‘Strategic Choices’. These choices include:
Once you have identified and selected the job to be analyzed, you must start
collecting information relating to the job. Usually organizations collect
information on job activities, employee behavior, working conditions, and
human traits and abilities needed to perform the job. This information can be
collected by various methods and by different people. Each method of
information collection depends on the organization, its needs, its budget, etc.
ANALYSIS DATA
-Objectivity is -Expensive
maximized -May overlook certain
1. Trained Analyst -Consistent reporting intangible aspects of
of information the job because of
-Expertise in the lack of familiarity
method used
Once all the data has been collected, it needs to be processed. All the data
that is not required must be discarded and the data that is needed has to be
checked and tabulated. It is important to review all the data.
Once the data pertaining to the job has been tabulated and checked, you can
prepare the Job Description and Job Specification. It is this that will help
companies start off the recruitment and selection process.
6. Remuneration
Employees need to be compensated on the basis of the grades of jobs
which they occupy. Clearly, remuneration must be based on the
relative worth of each job, and this is got through Job Analysis. This
helps in fixing fair and rational wage rates for different categories of
workers.
7. Job evaluation
Job evaluation refers to studying in detail the job performance by all
individual. The difficulty levels, skills required and on that basis the
salary is fixed. Information regarding qualities required, skilled levels,
difficulty levels are obtained from job analysis.
3. Ambiguity
Mental activities performed on the job and the knowledge, skill, ability
and other characteristics are not all directly observable, and this
makes collecting and analyzing information difficult.
4. Bias
Bias towards the job may occur in the process of data collection.
5. Lack of training
job holders are a great source of information about the job. But they
are not trained or motivated to generate quality data.
Alternatively, those carrying out job analysis do not always possess the
appropriate skills and have not always undergone the necessary
training to do to the job right.