JOB ANALYSIS

Concept of Job Analysis

Job analysis, also referred to as job review or job

classification, is a systematic exploration of the tasks,
duties, responsibilities, and accountabilities of a job.
This analysis involves compiling a detailed description
of tasks, determining the relationship of the job to
technology and to other jobs and examining the
knowledge, qualifications or employment standards,
accountabilities and other incumbent requirements.
 Job Analysis
A systematic investigation into the work
behaviors and other Information relevant
to performing a job.

Employment Evaluation Job Design Training/ Appraisal

Programs Programs Programs Development Programs
Programs
How to attract How to establish How to motivate How to measure
the best people job worth high performance How to pinpoint and reward
training needs performance

Job Alternative Performance Equitable

Recruitment Selection
Enrichment Work Appraisal Incentive
Schedules Compensation
System

Job Wage Establishing On the job

Evaluation Surveys Formal Job Development
Requirements

Job Analysis
 Process of Job Analysis

Information gathering
Gathering information on organizational structure, the role of the
job in relation to other job, the category of the job, detail
description of activities involved in the job.

Job specific competency determination

Identification of competencies required for the job

Developing a job description

Description of task, duties, responsibilities associated with the
job.

Developing a job specification

A complete lists of competencies and qualifications required to
match the job description.
 JOB ANALYSIS METHOD

1. Observation Method
2. Individual Interview Method
3. Group Interview Method
4. Questionnaire Method
5. Diary Method
6. Functional Job Analysis
7. Position Analysis Questionnaire
8. Critical Incident Technique.
Categories Comprising the PAQs 194 Job Elements

Category Number of
Job Element
1. Information input. Where and how does the worker get the 35
information he or she uses on the job?

2. Mental processes. What reasoning, decision making, planning, 14

etc. are involved in the job?

3. Work output What physical activities does the worker perform 49

and what tools or devices are used?

4. Relationships with other persons. What relationships with other 36

people are required in the job?

5. Job context In what physical and social contexts is the work 19

performed?

6. Other job characteristics. 41

Positioning Analysis Questionnaire
(PAQ)

Having Decision-Making/Communication/Social
Responsibilities
Performing Skilled Activities
Being Physically Active/Related Environmental
Conditions
Operating Vehicles/Equipment
Processing Information
 Job Analysis Information and Facts

Job Specifications
Job Description Job
Analysis Contains information and facts about:
Contains information and facts about:
Infor- Education
Job identification: Job Title, location, job code, mation
short name, department and unit. Experience
And
Job summary: Brief job contents, its authority, Facts Training
responsibility, hazards etc.
Judgment
Relation to other jobs (Relation with superiors,
peers, subordinates). Initiative

Location in the hierarchy. Physical effort

Machine tools and equipment used. Physical Skills

Materials used. Responsibilities

Conditions of work, location of work, posture Communication Skills

standing, selling walking, speed, accuracy,
health, health hazards, occupational diseases, Emotional Characteristics
etc.
Unusual sensory demands such as vision smell,
Hazards (accident hazards). hearing etc.
 JOB DESCRIPTION

It describes the detail aspects of various tasks

involved in the job, its responsibility and
accountability. It also describes the setting and
work environment of the job.
Drafting and Maintaining Job Description
The scope and nature of the work, including all important
relationship
The work and duties of the position should be clearly laid
out.
Clear description about the complexity of work and skill
required for the work.
Supervisory responsibility should be explained to the
incumbents.
The Content of Job Description

Job title
The organizational location of the job
Supervision given and received by the job
The material, machinery, tools and equipment
used for performing the job.
The immediate supervisors and subordinates
designations
The pay structure i.e. the basic, DA and other
allowances, bonus, incentives, duration of work
shifts, break, etc.
Complete list of duties and their timings
Definition of unusual terms
Working conditions such as the location, time,
speed of work, accuracy, health hazards,
accident hazards
Facilities for training and development
Chances of promotion and promotion
channels.
 JOB SPECIFICATION

A job specification is a written statement of

minimum acceptable qualifications, knowledge,
skills, traits, physical and mental characteristics
that is necessary to perform the wok successfully.

Specifications are:
Physical
Mental
Emotional
Social
Behavioral
Employee Specifications

Age
Sex
Educational qualifications
Experience
Physical specification: height, weight, etc.
Social background
Family background
Extra-curricular activities and
Hobbies
Uses of Job Analysis
Employment
Organization Audit
Training and Development Programs
Performance Appraisal
Promotion and Transfer
Preventing Dissatisfaction and Setting Complaints
Restriction of Employment Activity for Health
Reasons and Early Retirement
Wage and Salary Administration
Health and Safety
Induction
Industrial Relations
 JOB DESIGN

Job design is the process of structuring work and

designated the specific activities at individual or
group levels.
Job design is a complex process, it can be viewed
from several aspects:
Organizational goal
Employee aspirations
Performance standards
Work environment
 MODERN MANAGEMENT TECHNIQUE

Job Rotation
Job Enlargement
Job Enrichment
Some Very Recent Techniques:
Flextime
Telecommunicating
Job sharing
Condensed work
Working from home
Job Rotation
Placing the employee in different job within the
organization.
Job Enlargement
Involves increasing the length and operating time of
each cycle of work. Basically, different and continuous
small circles are integrated into a single circle. This
would reduce the number of repetitions of the
operating cycle and increase the scope of work.
Job Enrichment
It involves redesigning jobs so as to increase both the
scope and the depth.
 Job Enrichment Guidelines
Principle Method
1. Form natural work units Apportion tasks on the basis of levels of workers,
training/experience, meaningfulness and importance to
work.
2. Combine tasks Encourage development of several skills by combining
a number of specialized functions into one whole task.

3. Establishment client Create opportunities for workers to interact with clients

relationships (product or service users); workers will benefit by
Direct feedback (both positive and negative) on their
work output
Development of interpersonal skills and increase
self-confidence
Increased responsibility for managing relationships
with clients
 Principle Method
4. Increase employees Give workers more responsibility and control by
autonomy (vertical allowing them to
loading)
Decide on work methods
Advise on work methods
Schedule overtime
Assign work priorities
Manage their own crises instead of relying on a
supervisor
Control budgetary aspects on their own.
5. Open feedback channels Workers get feedback while performing their tasks,
instead of after the act, job-related feedback can
come from
Direct client relationships
Workers responsibility for quality control
inspections
Frequent and standard report on individual
performance.
Techniques of Job Enrichment

Incorporating more responsibility in the job.

Providing wider scope, greater sequencing
and increased pace of work.
Assigning a natural unit of work, either to an
employee or to a group of employees.
Minimizing controls and providing freedom
of work when the employees are clearly
accountable for attaining defined goals.
Allowing the employees to set their own
standards or targets.
Allowing the employees to monitor their own
performance by providing the control
information
Encouraging employees to participate in
planning and innovating.
Introducing new, difficult and creative tasks.
Assigning specific projects to individuals or
groups to enhance their expertise.
Steps in Job Enrichment

Selecting jobs, which permit close relation between motivation and

job performance.
Assuming that these jobs can be changed.
Making a list of changes that might enrich the jobs by brain
storming.
Concentrating on motivational factors such as achievement,
responsibility, self-control, etc.
Changing the content of the job rather than changing the employees.
Providing adequate training, guidance, encouragement and help.
Introducing the enriched jobs carefully, so that there is no resistance
towards the implementation of job enrichment programs.
Preparing specific programs for each project and ensuring access to
information that helps management to monitor the performance of
workers.