JOB ANALYSIS

BY
VIDYA SAGAR REDDY GUNNALA
KARTHIK REKHALA
SURAJ AROLLA
SUNIL NAKKA
HARSHA
SAIRAJ
 INTRODUCTION
•Job - Consists of a group of tasks that
must be performed for an organization to
achieve its goals.
•Job analysis is a systematic investigation

of the tasks, duties and responsibilities

necessary to do a job.
•Job analysis is the process of collecting

job related information.

OBJECTIVES OF JOB
ANALYSIS
 TYPES OF JOB ANALYSIS
INFORMATION
•Work Activities
•Machines, Tools, Equipments

and Work Aids used

•Job-related tangibles and intangibles

•Work performance

•Personal requirements

•Job context
 OUTCOMES OF JOB
ANALYSIS
1. JOB DESCRIPTION

•A job description is a written statement of the

duties, responsibilities, required qualifications
and reporting relationships of a particular job.
•The job description is based on objective

information obtained through job analysis.

 EXAMPLE OF JOB
DESCRIPTION
Job title: Job no:
Code:
Reports to: Grade level:
Supervises:
As on date:
Functions:
Duties and responsibilities:
Job characteristics:
2. JOB SPECIFICATION

•Job specifications specify the minimum

acceptable qualifications required by the
individual to perform the task efficiently.
•Based on the information obtained from the

job analysis procedures, job specification

identifies the qualifications, appropriate skills,
knowledge, and abilities and experience
required to perform the job.
 EXAMPLE OF JOB
SPECIFICATION
JOB TITLE:
EDUCATION:
PHYSICAL HEALTH:
APPEARANCE:
MENTAL ABILITIES:
SPECIAL ABILITIES:
PREVIOUS WORK EXPERIENCE:
SPECIAL KNOWLEDGE AND SKILLS:
3. JOB EVALUATION

•Job evaluation provides the relative value of

each job in the organization. It is an important
tool to determine compensation administration.
•If an organization is to have an equitable

compensation program, jobs that have similar

demands on terms of skills, education and other
characteristics should be placed in the common
compensation groups.
METHODS & TECHNIQUES
Job analysis methods are broadly
classified into:
1)Observation methods

2) Questionnaire methods

3) Other methods
 OBSERVATION METHODS
 Direct observation

 Work methods analysis

 Critical incident technique

 Interview method
 QUESTIONNAIRE METHODS

 Position Analysis Questionnaire

 Functional job analysis
 Work Profiling System
 MOSAIC model
 Common Metric Questionnaire
 Fleishman Job Analysis System
 OTHER METHODS
 Task Inventory
 Job element method
 Diary method
 Checklists and rating scales
 Competency profiling
 Examining Manuals/reference materials
 Technical conference
 Threshold Traits Analysis System
BENEFITS OF JOB ANALYSIS
 HR Planning

 Setting & Monitoring Performance

Standards

 Compensations & Benefits

 Recruitment & Selection

 Training
 ROLE OF JOB ANALYSIS
•Job analysis helps in analyzing the resources
and establishing the strategies to accomplish the
business goals and strategic objectives.
•Effectively developed, employee job
descriptions are communication tools that are
significant in an organization's success.
•The main purpose of conducting job analysis is

to prepare job description and job specification

which helps to hire right quality of workforce.
•Job Analysis can be used in training to identify or
develop, training content, and assessment tests to
measure effectiveness of training, equipment to be
used in delivering the training and methods of
training.
•Job Analysis can be used in compensation to

identify or determine: skill levels, compensable job

factors, work environment, responsibilities and
required level of education.
•Job Analysis can be used in performance review to

identify or develop goals and objectives,

performance standards, evaluation criteria, length of
probationary periods, and duties to be evaluated.
THANK YOU