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Job Analysis and Job Design

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An Introduction

It is the process of gathering the relevant informationabout a job. It specify

Task involved in a job

Factors that are involved for the performance of that job.

e.g. : Project Manager, Project Engineer

Job Analysis : this is a basis for the decisions like : HRP,Recruitment, selection, training, compensation, fixation, job

evaluation, performance evaluation and career managementetc. Job Analysis forms the basis of information which enable acandidate to make an informed decision about their response tothe job advertisement. Hence we can conclude that Job analysisand design facilitate batter management of human resources.

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Purpose of Job Analysis

Studying different aspects of job. It deals with

the realities like :

What employees actually do in their position Perception : How employees view their job

Standards : What should be done in their job (KRA)

Future strategies of a job

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Information gathered from job analysis

Job Content : Actual activities being performed in the job.

Job Context : Conditions in which job is done. Job Description

Job Holders requirement : Workers eligibilityrequirement for doing job.

Job Specification

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Features of Job Analysis

It is a Process of gathering relevant informationabout various aspects of a job.

Task of defining the role, context, condition,

human behaviour and performance standards. Establishment of job relatedness acts as a crucial

inputs for HR decisions like : recruitment,selection, compensation, training etc.

Development of job profile for each job. Attempt job improvement, division of labour,

eligibility for job etc.

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Terms in Job Analysis

Job

Task

Duty Occupation

Career

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Job

Job : Role performed by a person in an

organisation. E.g. : Supervisor, trainer,

transporter etc. Every job has a title.

Job define the : duties, responsibilities and

accountabilities.

Requirement to perform the job : Knowledge

+ skills.

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Task

These are the activities that are performed as

a part of the job.

E.g. Planning is the task of manager. Anna Hazare :

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Duty

These are the obligations for a worker to do

the job Legal or moral reasons.

Bank manager : to sanction the loans, depositsetc.

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Occupation

Something that engage the time, thought and

action of an employee.

Career : this the employee progression in

his/her own work life.

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Goals of Job Analysis

Initial objective of job analysis is to determinewhether a job under study is required fororganisation or not. Job analysis seeks to gatherinformation under categories like : Primary Job Requirement

Job related knowledge, skills and abilities(KSA)

There are mainly four goals of job analysis :

1. Job evaluation

2. Job design

3. Job Classification

4. Job Specification

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Job Evaluation

It is a system of ranking job on the basis of

relevance, duties and responsibilities.

Major aim is to find out the relative worth ofjob for an organisation with CTC.

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Job Design

This is the process of grouping of different

tasks to build a job. Job is designed when it is

introduced for the first time in an

organisation. It is redesigned when it is

replaced with new job.

E.g. : receptionist, Clerk , accountant :

operations.

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Job classification

It is the process of grouping of types of work

on the basis of their similarity. Basis for such

grouping are :

Level of authority, responsibility etc.

This process is helpful to determine the level of skills

required for each group of job and to identify a

uniform procedure for selection, training andcompensation of similar jobs.

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Job Description and Job Specification

Job description : provide the information

about : Job tile, duties, authority and

responsibilities.

Job Specification : Prerequisites of a job

that is knowledge, skills and educational

qualifications etc required for the effective

performance of duties and responsibilities.

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Job Analysis Process

It is a process of breaking down a specific job

into parts and scrutinizing each of them to

gather the necessary information.

This process involve the execution of following

interrelated steps :

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Job Analysis Process

1. Determining the purpose of Job Analysis end use of jobanalysis : to determine recruitment, Remunerations, work environment.

2. Gathering background information about the job-identifying information related to all the important element of a

job job title, job relatedness etc.3. Choosing representative jobs for analysis- representative

job selection from a group of job.

4. Collecting relevant job information- information aboutduties, level of responsibility, authority accountability, criticalknowledge, KSA etc.

5. Revealing gathered information- immediate supervisoropinion of the job holder.

6. Development of job description and job specification.

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Techniques of Data Collection in Job

Analysis

Data collection for job analysis is done at

various levels ;

Individual

Groups

Organizational

Community

Different methods for data collection are as such :

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Position Analysis Questionnaire

Method

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Critical Incidence Method

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Interview Method