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Assignment
On
Job Analysis





Submitted by,
Sarath Babu
S2,MBA
SMBS
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Introduction
A Job Analysis is a detailed look at a particular job or job classification. It is a
process that identifies the tasks performed on the job and knowledge, skills,
abilities, and personal characteristics needed to perform those tasks. One of the
crucial parts of this process is to meet with Subject Matter Experts to help identify
the key responsibilities, tasks, and knowledge, skills and abilities of the
classification. Subject Matter Experts are incumbents, firstlevel supervisors or
hiring managers, or employees who previously were in the classification. To
achieve high-quality performance, organizations have to understand and match
job requirements and people.
Analyzing jobs and understanding what is required to carry out a job
provide essential knowledge for staffing, training, performance appraisal, and
many other HR activities. Job analysis is the process of getting detailed
information about jobs. The output of a job analysis are job descriptions and job
specifications. Job analysis is crucial for first, helping individuals develop their
careers, and also for helping organizations develop their employees in order to
maximize talent. The application of job analysis techniques makes the implicit
assumption that information about a job as it presently exists may be used to
develop programs to recruit, select, train, and appraise people for the job as it will
exist in the future.



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Use of Job Analysis

Job analysis results in the identification and documentation of the essential
functions of a job (or job classification), the specific task requirements of the job
classification, and Knowledge, Skill and Abilities required to perform those tasks
and essential functions. Once conducted, a job analysis can provide data for a
multitude of human resources activities surrounding a given job classification,
including the following:
Classification and pay
Recruitment and Selection
Training and Development
Performance appraisal
Disability or returntowork accommodation
Human resource/workforce planning

The purposes of job analysis
It is a wide variety of systematic procedures for examining,
documenting, and drawing inferences about work activities, worker
attributes, and work context.
Job analysis is used for nearly everything, including
A. Job Description:
Job Description is a snapshot communicating the essence of the
job. The preparation of job description is necessary before a vacancy
is advertised. Job Description is an organized factual statement of the
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duties and responsibilities of a specific job. It should tell what is to be
done, how it is done and why. It tells in brief the nature of a job. In
other words, it emphasizes the job requirements.
1. Usually contains information such as job title, summary of job
purpose or objectives, and duties and tasks that are done on
the job.
2. Among other purposes, job descriptions are important for
letting people who dont do the job know what the job is.
B. Job Specification:
Identifying the skills or attributes a worker should have to
successfully do a job. Job specification is based on job
description. It is a written statement of qualifications, traits,
physical and mental characteristics that an individual must
possess to perform the job duties and discharge responsibilities
effectively.
Job Analysis Methods
Job Analysis can focus on the job, on the worker, or both
Job Oriented: focus on work activities
Worker-oriented: focus on traits and talents necessary to perform the
job
Mixed: looks at both


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Who is involved in the job analysis?
Management
Supervisors
Job analysts
Job incumbent
Unions
Consultants

Methods of Job Analysis
Observation Method
If the observation method is used to analyze a job, then all tasks
involved with that job must be observable within a certain amount
of time. Thus, jobs such as managerial positions are difficult to
observe using this method. Also, if the workers are aware that they
are being observed, they may feel under pressure and will not
perform their tasks to their actual capabilities.

Useful when job is
fairly routine and workers may not perform to expectations.
Interview Method
Individual
In this Several workers are interviewed individually and the
answers are consolidated into a single job analysis
Group
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Employees are interviewed simultaneously. Group conflict
may cause this method to be ineffective
The interview method requires that all employees are asked the
same questions in the same order. The individual interview method is
useful to obtain a group consensus about the job.
Questionnaires
Employees answer questions about the jobs tasks and responsibilities.
Each question is answered using a scale that rates the importance of
each task. Not all jobs are the same, so questionnaires may overlook
certain aspects of the job. Also, follow-up methods are not usually
organized to gather extra information. Computerized versions of
questionnaires can be very expensive.
Diary Method
Employees record information into diaries of their daily tasks and
record the time it takes to complete tasks .It must be over a period of
several weeks or months. This method can be very expensive because
of the time it takes to complete it.
Technical Conference Method
This method uses experts to gather information about job
characteristics. The technical conference method can be useful but
sometimes look beyond the scope of the employees perspectives of
their jobs.
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Summary
Job analysis is an effective approach to gathering information
about jobs. Job analysis is directly related to nearly every function of
Human Resource departments in organizations. One of the main
purposes of conducting job analysis is to prepare job descriptions and
job specifications which in turn helps hire the right quality of workforce
into an organization. The general purpose of job analysis is to
document the requirements of a job and the work performed. Job and
task analysis is performed as a basis for later improvements, including:
definition of a job domain; description of a job; development of
performance appraisals, personnel selection, selection systems,
promotion criteria, training needs assessment, legal defense of
selection processes, and compensation plans. It is a systematic analysis
of each job for the purpose of collecting information as to what the job
holder does, under what circumstances it is performed and what
qualifications are required for doing the job.