JOB ANALYSIS

HUMAM RESOURCE PLANNING

Human Resource Planning is the process by which an organization
ensures that it has the right number and kind of people, at the right
place, at the right time, capable of effectively and efficiently
completing those tasks that will help the organization achieve its
overall objectives.

-Decenzo and Robbins

 JOB ANALYSIS
• Job Analysis means a detailed analysis or formal
study of jobs.

• Job Analysis is the process of determining by

observation & study , the tasks, which comprise
the job, the method & equipment used & the
skills & attitudes required for successful
performance of the job.
IT INVOLVES-

• Identifying the job in terms of its title and code

number.
• Operations involved in doing the job.
• Nature of the job.
• Materials and equipments to be used in doing
the job.
• Personal attributes required to do the job eg.
Education, training physical strength, mental
capabilities, etc.
• Relation with other jobs
IMPORTANCE OF JOB ANALYSIS
• Organizational design
• Human resource planning
• Recruitment & Selection
• Placement & Orientation
• Training & Development
• Performance Appraisal
• Job evaluation
• Labor relations
• Health & Safety
 Job Analysis

Job Description Job Specification

Job Specification
• It refers to the minimum eligibility conditions required for a
candidate to be placed at a job. It is a written statement which
specifies the personal attributes in terms of education, training,
experience & aptitude required to perform a job.

Acceptable qualities may be

• Physical characteristics
• Mental Characteristics
• Social & Psychological Characteristics
• Other personal Characterisitics
• All these characteristics may be classified
into-
1. Essential attributes
2. Desirable attributes
3. Contra- indicators
Job Description
• Job Description is a functional description of what the
job comprise of. It is descriptive in nature & defines the
purpose & scope of a job.

• It is a systematic & scientifically written factual

statement describing job in terms of-

• Job title, Code No., Department, Job Summary, Job

Duties- All duties & responsibilities, Working conditions,
Supervision, relationships- internal & external
PROCESS OF JOB ANALYSIS
1. Organizational Analysis- Collection of background
information.
2. Organizing Job Analysis programme
3. Deciding the use of Job Analysis information.
4. Selecting representative jobs for analysis.
5. Understand job design
6. Collection of data
7. Developing a job description
8. Preparing a job specification
METHODS OF DATA COLLECTION

• Job Performance
• Personal Observation
• Interview
• Questionnaire
• Critical incidents
• Log records