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Job Analysis

Job analysis is the procedure to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job.

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Job Analysis

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  1. Job Analysis

  2. Flow of Presentation Concept of Job Analysis - Meaning & its Definition  What is Job Analysis in HRM (Human Resource Management)?  How to Conduct a Job analysis?  Job Analysis Process & Steps  Job Analysis Methods & Techniques Job Analysis Tools Purpose or Objectives of Job Analysis Benefits and Importance of Job Analysis

  3. Job Analysis – Concept, Meaning & its Definition What is Job Analysis? It is a way to determine the duties and responsibilities of the employees Definition by Blum It is accurate study of various components of jobs, it is not only related with the analysis of duty and condition of work but also it provides information about individual qualification of the employee

  4. What is Job Analysis in HRM? • Job Analysis consist of two components- Job description and Job specification. • Job description is more focused towards task, duties and responsibilities • Job Specification is related to employees skills, abilities and professional • information.

  5. How to Conduct a Job analysis? Job Analysis starts with data collection and end with preparation of Job description and job specifications. It supports various HR functions.

  6. Job Analysis Process & Steps

  7. Job Analysis Methods & Techniques There are different data collection methods for job analysis- Observation, actual performance of job are time consuming. Questionnaire method is most preferred method along with computerized job analysis

  8. Job Analysis Tools • O*Net Model: simultaneously list all the data- Collects employees related data • FJA Model: Functional job analysis- it is based on work oriented approach • PAQ Model: Position analysis questionnaire listed in survey for employees • Competency Model: Collect the expertise of employee. • Job Scan: Works on personal dynamics

  9. Purpose or Objectives of Job Analysis • To determine efficient and effective method to execute a job • To improve job satisfaction of employees • To identify the needs of training and the core areas on which training should be given • To develop a performance measurement system • To match specification of employees with the job role they are offered during selection process. • To provide standardized way to calculate the job compensation. • To avoid ambiguity regarding the job duties and responsibilities of employee.

  10. Benefits and Importance of Job Analysis • Human Resource Planning: It helps to determine the no. of employees to be hired. • Recruitment and Selection: It directs the hiring process by suggesting employee specification. • Training and Development: It helps to determine the training need of employees • Placement and Orientation: It supports the orientation program •  Job Evaluation: Job analysis is often linked to compensation. • Performance Appraisal: It helps to design job standards and rewards linked with it • Personnel Information: It provides all the information related to employees • Health and Safety: It is suggest the ideal work conditions for the employees

  11. To know more about Job Analysis and & detailed understanding about Human Resource Management and HR Functions. Please visit www.HRhelpboard.com Thank You

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