.

Job analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of this analysis are job descriptions and job
specifications.

2. Job analysis is a systematic exploration of the activities within a job. It is a basic technical
procedure, one that is used to define the duties, responsibilities and accountabilities of a job.

3. A job is a collection of tasks that can be performed by a single employee to contribute to the
production of some products or service provided by the organization. Each job has certain ability
recruitments (as well as certain rewards) associated with it. Job analysis is the process used to
identity these requirements.

Specifically, job analysis involves the following steps:

1. Collecting and recording job information

2. Checking the job information for accuracy.

3. Writing job description based on the information

4. Using the information to determine the skills, abilities and knowledge that are required on the job.

5. Updating the information from time to time.

‘
. Job analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of this analysis are job descriptions and job
specifications.

2. Job analysis is a systematic exploration of the activities within a job. It is a basic technical
procedure, one that is used to define the duties, responsibilities and accountabilities of a job.

3. A job is a collection of tasks that can be performed by a single employee to contribute to the
production of some products or service provided by the organization. Each job has certain ability
recruitments (as well as certain rewards) associated with it. Job analysis is the process used to
identity these requirements.

Specifically, job analysis involves the following steps:

1. Collecting and recording job information

2. Checking the job information for accuracy.

3. Writing job description based on the information

4. Using the information to determine the skills, abilities and knowledge that are required on the job.

5. Updating the information from time to time.

Job Description
Job description includes basic job-related data that is useful to advertise a specific job and attract a
pool of talent. It includes information such as job title, job location, reporting to and of employees, job
summary, nature and objectives of a job, tasks and duties to be performed, working conditions,
machines, tools and equipments to be used by a prospective worker and hazards involved in it.

Job Description Components

A Job description will include the following:
- Roles and responsibilities of the job
- Goals of the organization as well the goals to be achieved as a part of the profile
- Qualifications in terms of education and work experience required have to be clearly mentioned
- Skill sets required to fulfill the job
- Salary range of the job

Job specification
 Job specification is a statement of employee characteristics and
qualifications required for satisfactory performance of defined duties and
tasks comprising a specific job or function. Job specification is derived from
job analysis.

While the job description describes activities to be done, it is job specifications that list
the knowledge, skills, and abilities an individual needs to perform a job satisfactorily.
Knowledge, skills, and abilities (KSAs) include education, experience, work skill
requirements, personal abilities, and mental and physical requirements. Job
specifications for a data entry operator might include a required educational level, a
certain number of months of experience, a typing ability of 60 words per minute, a high
degree of visual concentration, and ability to work under time pressure. It is important to
note that accurate job specifications identify what KSAs a person needs to do the job,
not necessarily what qualifications the current employee possesses.

It can be explained with the help of the following diagram

Contents Of Job Specification Statement

Following contents are included in job specification statement:

1.Required Education
Required level of education for each post that an incumbent is supposed to hold is listed
in job specification statement. It also helps to determine the level or category of job in
terms of rank.

2. Health And Physical Fitness

Physical fitness and health is a crucial aspect of good performance. Hence, body structure,
physical ability and other aspects of health and fitness is a must in order to perform well
in the organization.

3. Appearance
Appearance refers to an outlook of an employee, which must be attractive and good
looking. The cleanliness and neatness of an individual shows his/her appearance. Hence,
job specification statement defines the employee's appearance.

4. Mental And Other Abilities

The employee must be mentally fit to perform the desired task. If not, the problems may
arise at the work floor. Mental fitness is associated with the ability of decision making,
managing emotions and sorrows, dealing with different kinds of people etc.

5. Experience
Under it, the required level of experience in doing a particular task is explained, if
necessary. An experienced employee will be preferable in comparison to the fresh
candidate.

The following table illustrates how various skills and personality traits map to assessments required for
the Relationship Manager role:

Relationship Manager Profile AMCAT Mapping

English: High
Communication Skills
Logical Ability: Mid to High

Agreeableness: Mid to High

Logical Ability: Mid to High

Analytical Skills
Numerical Ability: Mid

Understanding of Financial / Banking products and services Banking Service: High

Emotional Stability: Mid

Ability to deal with stress and follow procedures
Conscientiousness: Mid to High

English: Mid to High

Good Sales and Negotiation Skills
Extraversion: High

Emotional Stability: Mid