A MINI PROJECT REPORT

ON
“JOB ANALYSIS”
(submitted in partial fulfillment of the requirements for the award of the Master of
Business Administration)

Submitted By:
S. Nagendra Babu
Roll no-11501E0049

Submitted to:
Ms.A. Sravani .M.B.A
Assistant professor

Department of Master of Business Administration

Prasad .V.Potluri Siddhartha Institute of Technology
(Approved by AICTE to JNTU,Kakinada)
Vijayawada,Kanuru,Krishna District.

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 JOB ANALYSIS
Meaning of Job Analysis:
 Job analysis is the process of gathering information about a job. It is, to be more
specific, a systematic investigation of the tasks, duties and responsibilities
necessary to do a job.
 Specially ,What the worker does; how he gets it done, why he does it ,skill
,education and training required , relationship to other jobs, Physical demands,
environmental conditions etc…

Job Analysis is a “formal and detailed examination of jobs. It is a procedure

through which we determine the duties and skill requirements of a job and the kind of
person who should be hired for it. It includes job descriptions and job specifications”.

STAGES OF HRM

Job Analysis collects the following information:

 Information about the actual working activities.
 Information about machine, tools, and equipments required.
 Information about the job’s performance standards.
 Information regarding job context.
 Information regarding the job’s human requirements.

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Uses of Job Analysis:

 Human resource planning: Job analysis helps in forecasting human resource

requirements in terms of knowledge and skills.
 Recruitment: Job analysis is used to find out how and when to hire people for
future job openings.
 Selection: Without a proper understanding of what is to be done on a job, it is not
possible to select the right person.
 Placement: After selecting people, we have to place them on jobs best suited to
their interests, activities and aptitude.
 Training: If there is no proper job analysis it will lead to confusion and proper
training cannot be initiated.
 Counseling: Managers will be in a position to counsel employees about their
careers when they understand the different jobs in an organization.
 Employee safety: A job analysis will indicate unsafe conditions associated with a
job.
 Performance appraisal: Only on a proper job analysis being made available will
it be possible to assess or compare individuals.
 Job design and redesign: Once the jobs are understood properly, it is easy to
locate weak spots and undertake remedial steps.
 Job evaluation: Job analysis helps in finding the relative worth of a job, based on
criteria such as degree of difficulty, type of work done, skills and knowledge
needed, etc.

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Nature of job analysis
Job Tasks

Job Analysis Job Duties

Job Responsibilities

THE JOB ANALYSIS:

 A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular
job.
 Process of defining a job in terms of its component tasks or duties and the
knowledge or skills required to perform them

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JOB ANALYSIS PROCESS:

Steps in Job Analysis Process:

1. Job descriptions—Task requirements
– Statement that explains duties working conditions, etc. of a job

2. Job specifications—Person requirements

– Statement of what a job demands of the incumbent
– E.g., knowledge, skills, abilities (KSAs) and other characteristics required
to perform job

3. Performance standards
– What is expected of workers

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 – JA may provide performance standards for job where performance is
readily quantified, measurable, etc.
– May need to be augmented – e.g., participative goal-setting
 All of these uses form foundation for various HRM systems

Important Applications of Job Analysis:

 The Job Analysis provides the foundation for almost everything HR is involved
in.
– Job Descriptions
– Employee Selection
– Training
– Performance Appraisals
– Job Classification
– Job Evaluation
– Job Design and Redesign

Reasons for Conducting Job Analysis:

 Training & Development
 Staffing
 Compensation & Benefits
 Safety and Health
 Employee and labor relation ship

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METHODS OF JOB ANALYSIS:

 Direct observation
 Interview of existing post holder
 Interview of immediate supervisor
 Questionnaires
 Previous studies
 Work dairies

Observation method:
 Information Source
– Observing and noting the physical activities of employees as they go about
their jobs
 Advantages
– Provides first-hand information
– Reduces distortion of information
 Disadvantages:
– Time consuming
– Difficulty in capturing entire job cycle
– Of little use if job involves a high level of mental activity
– Observer’s Difference of mental disposition.
– Analyst’s caliber should match employee’s caliber
The Interview method:
 Information Sources
– Individual employees (existing job holder)
– Immediate boss (Supervisors ) with knowledge of the job.
 Interview format
 Structured
 Unstructured

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  Advantages
– Quick, direct way to find overlooked information required.
 Disadvantages
– Exaggeration or depreciation of importance of job
– In case of supervisor, he may not be interesting in the JD of the
subordinates.
– Attitude may not be supportive.
– Difference in perception, attitude and aptitude of the interviewee.
– Lack of communication.
– Analyst’s caliber should match employee’s caliber.
Questionnaires method:
 Information Source:
Have employees fill out questionnaires to describe their job-
related duties and responsibilities.
 Questionnaires format:
1. Structured checklist.( to identify the task performed)
2. Open ended questions
 Advantages
– Quick and efficient way to gather information from large numbers of
employees
– Quick and economical to use
 Disadvantages
– Expense and time consumed in preparing and testing the questionnaire.
– Becomes less useful where the employees lack verbal skills.
Previous studies method:
 Information source(Past record of any employee):
The analyst keeps the past record of the employees and keeps the previous experiences
and issues related to the job analysis process of the organization.
 Advantages
Easy to use this method.

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 Helps to find out that whether it is beneficial or not
 Disadvantages
Wrong assessment of previous post
Bad performance of previous employee
Work Diaries method:
 Information Source
– Workers keep a chronological diary/ log of what they do and the time
spent on each activity.
 Advantages
– Produces a more complete picture of the job
– Employee participation
– Maintained on daily basis.
 Disadvantages
– Distortion of information
– Depends upon employees to accurately recall their activities
Manager trying the job method:
 This method is used to check the new post.
 In this method the manager start a new job to check that whether this job is
beneficial or not.
 It’s a risky step to take because it may cause many fundamental problems.

 Advantages:
1. Very fruitful if the manager is an experienced analyst and strategic risk taker.
 Disadvantages:
1. Very expensive
2. Risky
3. Time consuming

Conclusion:
Human resource experts cannot rely on individual job analysis techniques
so normally all the methods are used collectively.
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