JOB ANALYSIS.....

JOB ANALYSIS: • Job analysis is the process of determining and recording all the pertinent information about a specific job, including the task involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. • Job analysis differentiates one job from other. • Job Analysis provides inputs for:  Job Description  Job Classification  Job Evaluation  Job Designing  Employee Selection  Training  Performance Appraisals PROCESS OF JOB ANALYSIS Information Gathering Job Specific Competency Determination Developing a Job Description Developing a Job Specification Two end products of JOB ANLAYSIS are JOB DESCRIPTION & JOB SPECIFICATION JOB DESCRIPTION JOB SPECIFICATION Job Oriented Employee Oriented Job identification Education Job summary Experience Relation to other jobs Training Responsibilities Initiative Tools used Physical skills Location of work Communication Skills Conditions of work Learning ability JOB ANALYSIS METHODS: Direct Observation: It is a method of job analysis in which direct observation of job duties or observation of segments of job performance. The job analyst carefully observes the jobholder at work and records what he or she does and how much time is needed for completion of given task. This method has both positive and negative sides. Positive side is, the method is simple and the data collected is accurate because of direct observation. Negative side is, the method is time consuming and inapplicable to jobs which involves a high proportion of unobservable mental activities. Interviews: In this, job analyst interviews the jobholder and his/her supervisor to elicit information about the job. Usually a structured interview form is used to record the information. During the interview, the analyst must make judgments about the information to be included and the degree of importance. The interview method is time consuming. The effectiveness of the interview method depends on the interviewer and on the ability of the jobholder to make meaningful responses. Diaries: This method requires the jobholders to record description of the daily work activities. This technique is accurate and eliminates errors caused by memory lapsed the jobholder makes while answering questionnaires and checklists. This method is however time consuming because the recording of task may have to spread over a number of days. Questionnaires: An inexpensive way to collect information about job is to compile a detailed list of all task performed in a job and give it to at least one employee knowledgeable about the job. Jobholders fill in the given structured questionnaire, which is then approved by their supervisors. Information on a large number of jobs can be collected in a relatively short period of time. This method helps to save time.