HUMAN RESOURCE MANAGEMENT

CHAPTER 4

JOB ANALYSIS
Presented By
Harish Mudgal
231061
Honey Nitharwal 231067
Kanika Jain
231073
Kritika Bhatia
231079
Mimansha Gupta 231091

Pooja Sharma
Rohit Mohan
Radhika Modi
Rajeev Sharma

231097
231103
231109
231115

Main purpose of the chapter :

How to analyse a job and write job description.

Index :

1.

Nature of job analysis what it is and how its used

2.

Methods of collecting job analysis information

3.

Write job description

4.

Write job specification

5.

Job analysis in worker- empowered world

Also known as Work Analysis

A family of procedures to identify content of job
And job requirements needed
Job Description : list of job duties, responsibilities, working
conditions
Job Specification : List of jobs human requirements, education
skills, personality

Work Activities
Human Behaviours
Machines, tools, equipment and work aids
Performance Standards
Job Context
Human requirements

Recruitment and Selection

Compensation
Training
Performance Appraisal
Discovering Unassigned Duties
Legal Compliance

1. How youll use the information ?

2. Review relevant background information, organization charts
and process charts
3. Select representative positions
4. Actually analyse the job
5. Verify information
6. Develop job description and job specifications
Job Analysis Guidelines
a)
Joint effort
b)
Collect information from different department

The Interview
Questionnaires
Observation
Participant Diary/Logs
Quantitative Techniques
Internet Based Job Analysis

Interviewing employees to collect information on jobs duties,

responsibilities and activities.
Unstructured Interview : Open questions like Tell me about your
job ?
Structured Interview : Specific questions list.

Challenges :

Interviewee must fully understand the reason for the interview

Employees should not view such interviews as efficiency

evaluations that may affect their pay.

As they may hesitate to describe their jobs accurately.

May exaggerate some responsibilities while minimizing others.

Interview Guidelines:
To get best information possible, following things should be kept
in mind:
Quickly establish rapport with interviewee.
Follow a structured checklist.
After completing the interview, review and verify the data.

Questionnaires

Employees fill out questionnaire to describe their duties &

responsibilities.
Pros:
Quick and efficient way to obtain information.
Less costly than interviewing employees.
Cons:
Developing the questionnaire and testing it can be time
consuming.
Employees may distort their answers.

Observation

It is useful when job consists of observable physical activities.

Eg. Assembly line, clerk accounting.
Not useful when job entails a lot of mental activity like lawyer,
design, engineer.

Participant Diary/Logs

Ask workers to keep a diary/log of what they do during the

day.

Quantitative Job Analysis

It is used when we need to compare the jobs.

Position Analysis Questionnaire PAQ tool is used.
PAQ score is obtained by giving rating in these five activities :
Decision making, Skilled activities, Physical activity, Operating
equipments, Processing information.

Internet Based Job Analysis

Methods like questionnaire and interviews can be time

consuming and costly.
Collecting information from geographically different location
can be difficult.
Conducting job analysis via internet is a good solution.

A written statement of
what the worker actually
does, how he or she does
it, and what the jobs
working conditions are.
The knowledge, abilities
and skills required to
perform
the
job
satisfactorily.

Common Sections
Covered

Job Identification
Name of the Job
Recommended Salary
Grade
Relationships
Department/ Division
Location

Job SUMMARY
Essence of the Job
Major Functions and
Activities
Flexible, having scope
for additional duties not
explicitly mentioned
Use the right words,
Nature of the job should
be clear
No ambiguities

RESPONSIBILITIES &
DUTIES

List and describe all

major duties

Limits
of
the
jobholders authority

Sources: Job analysis,

standardized
job
description
information, external
websites etc.

STANDARDS OF PERFORMANCE
WORKING CONDITIONS

AUTHORITY OF INCUMBENTS

JOB SPECIFICATIONS

AND

1.

Trained vs. Untrained Personnel

Identify human Requirements
Judgment Approach
a.
b.

Educated Guess
Common Sense

Industriousness
Attendance
2.

Thoroughness
Theft(reverse)

Statistical Analysis
a.
b.
c.
d.
e.

Analyze
Select personal traits
Test candidates
Measure job performance
Statistically analyze the relation

Schedule Flexibilty
Unruliness(reverse)

Job enlargement
Job rotation
Job enrichment
Reengineering
Competency-Based Job Analysis

Measurable, observable and behavioral competencies

Suitable for high performance work system
Support the companys aims