The document discusses job analysis, which involves collecting information about jobs to create job descriptions and specifications. It covers the components of job analysis like job description and specification. The process of job analysis involves collecting data from sources like employees and supervisors. Role analysis relates expected behaviors and interactions to specific jobs. Job descriptions define duties and responsibilities while specifications list skill requirements. Job analysis is used for functions like recruitment, selection, and performance management. The document also discusses job design which improves jobs based on technological and human factors.

1. Analysis
Prof. Jairaj Kochavara

2. Job Analysis
 Introduction
 Components of Job Analysis
 Process
 Role Analysis
 Job Description
 Job Specification
 Job Design
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Session Outline

3. Job Analysis
 At the end of this session you will be able to…
 Explain Job Analysis.
 Explain components and process of Job Analysis.
 Explain Job Design.
 Describe uses of Job Analysis.
 Relate Role Analysis to real world practices.
 Relate methods of data collection to real world practices.
 Write Job Description & Job Specification.
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Session Objectives

4. Job Analysis
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5. Job Analysis
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6. Job Analysis
A group of
similar tasks and
responsibilities
assigned to One
individualFinance
Manager
A group of jobs
that are similar
as to kind of
work
Manager
A group of positions
that are similar as to
the kind and level of
work
Sales Manager
IT Manager
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Introduction
Position Job Occupation

7. Job Analysis
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Introduction
Job analysis is the process of Collecting Job Related Information.
Such information helps in the preparation of Job Description and
Job Specification.

8. Job Analysis
It is the determination of the tasks which comprise the job…
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Introduction
The process of determining, by observation and
study and reporting pertinent information relating
to the nature of a specific job
Abilities
Knowledge
Skills
Responsibilities

9. Job Analysis
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Components
Job Analysis
Job
Description
Job
Specification
Job
Classification
Job
Evaluation
It is an organised, factual statement of the duties and
responsibilities of a specific job.
It should tell what is to be done, how it is done and why.

10. Job Analysis
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Components
Job Analysis
Job
Description
Job
Specification
Job
Classification
Job
Evaluation
It is a statement of the minimum acceptable human qualities
necessary to perform a job properly. It describes job duties
specifically.

11. Job Analysis
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Components
Job Analysis
Job
Description
Job
Specification
Job
Classification
Job
Evaluation
It is a grouping of jobs on some specific basis such as kind of
work or pay. For example a clerk, an engineer, a chemist, etc.

12. Job Analysis
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Components
Job Analysis
Job
Description
Job
Specification
Job
Classification
Job
Evaluation
It is a systematic and orderly process of determining the worth
of a job in relation to other jobs.

13. Job Analysis
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Process
Sources of Data
Job Analyst
Employee
Supervisor
Organisational Chart
Methods of
Collecting Data
Interviews
Observations
Records
DOT
Job Data
Tasks
Performance Standards
Knowledge Required
Skills Required
Experience Needed
Job Context
Duties
Equipment Used
Job Description
Tasks
Duties
Responsibilities
Job Specification
Skill Requirements
Physical Demands
Knowledge requirements
Abilities Needed
HR Functions
Recruitment
Selection
Training & Development
Performance Appraisal
Compensation Mgt.

14. Job Analysis
= + Relationship
Quality Control
Purchase Manager
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Role Analysis
= List of duties
Buying Raw Material
Maintaining
Budgeting
Supervising Juniors
Monitor
Review
Production
Suppliers
Transport Logistics
Finance
HR

15. Job Analysis
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Role Analysis
In 2 Companies-
can be
But
requirements could be substantially

16. Job Analysis
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Role Analysis
Role Analysis will consist of…
Sentiments of an Individual
Interactions
Patterns of expected Behaviour

17. Job Analysis
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18. Job Analysis
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Job Description
Objective: Write Job Description for the given job profile.
Learner’s task:
- Form groups of 10 members each .
- Pick a chit.
- Write a Job Description with the help of
indicators on the activity sheet.
- Share your answers with the class.
Duration: 15Mins Type: Group
Click to view the
handout

19. Job Analysis
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Job Descriptions

20. Job Analysis
• Job title:
Name of job
• Preparation date:
When the description was written
• Prepared by:
Who wrote the Description
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and
Duties
Standards of Performance
and Working Conditions
Job Identification

21. Job Analysis
• Describes the general nature of
the job
• Lists the major functions or
activities
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and
Duties
Standards of Performance
and Working Conditions
Job Summary

22. Job Analysis
• Works with:
Others with whom the job holder
will be expected to work and come
into contact with internally.
• Outside the company:
Others with whom the job holder
is expected to work and come into
contact with externally.
• Reports to:
Employee’s immediate supervisor
• Supervises:
Employees that the job incumbent
directly supervises
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and
Duties
Standards of Performance
and Working Conditions
Relationships

23. Job Analysis
• A listing of the job’s major
responsibilities and duties
(essential functions)
• Defines limits of jobholder’s
decision-making authority, direct
supervision, and budgetary
limitations.
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and
Duties
Standards of Performance
and Working Conditions
Responsibilities and
Duties

24. Job Analysis
Lists the standards the employee
is expected to achieve under
each of the job description’s
main duties and responsibilities
Classifies all workers into one of
23 major groups of jobs which
are subdivided into 96 minor
groups of jobs and detailed
occupations.
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and
Duties
Standards of Performance
and Working Conditions
Standards of Performance
and Working Conditions

25. Job Analysis
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26. Job Analysis
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Job Specification
Objective: Write Job Specification.
Learner’s task:
- Sit in the same groups.
- Write a Job Specification with the help of given indicators.
- Share your answers with the class.
Duration: 10 Mins Type: Group
Click to view the
handout

27. Job Analysis
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Job Specification

28. Job Analysis
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Job Specification
Job Specification
Trained
People
Untrained
People
Judgment
Statistical
Analysis
Focus:
- Length of previous service
- Quality of relevant training
- Previous job performance

29. Job Analysis
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Job Specification
Job Specification
Trained
People
Untrained
People
Judgment
Statistical
Analysis
Focus:
- Physical traits
- Personality, interests
- Sensory skills apt for the job
- Skills for being trained to do the job

30. Job Analysis
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Job Specification
Job Specification
Trained
People
Untrained
People
Judgment
Statistical
Analysis
- Self-created judgments (common sense)
- List of competencies in Web-based job descriptions
(Visit the links: www.jobdescription.com /
http://www.onetonline.org/ )
- Standard Occupational Classification

31. Job Analysis
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Job Specification
Job Specification
Trained
People
Untrained
People
Judgment
Statistical
Analysis
- Attempts to determine statistically the relationship between
a predictor or human trait and an indicator or criterion of job
effectiveness.

32. Job Analysis
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Job Specification
Analyze the job and decide how to measure
job performance.
Select personal traits that you believe should
predict successful performance.
Test candidates for these traits.
Measure the candidates’ subsequent job
performance.
Statistically analyze the relationship between
the human trait and job performance.

33. Job Analysis
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Methods of Collecting Information
Checklist
Interview Diary
QuestionnaireObservation

34. Job Analysis
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Uses
Performance
Appraisal
Recruitment &
Selection Compensation

35. Job Analysis
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Uses
Training Promotion & Transfer

36. Job Analysis
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37. Job Analysis
37
Job Design
Designed by MET-CET
Outgrowth of job analysis, that improves jobs through technological and
human considerations in order to enhance organisation efficiency and
employee job satisfaction.
It involves conscious efforts to organise tasks, duties and responsibilities
into a unit of work to achieve certain objectives.

38. Job Analysis
38
Job Design - Steps
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Specification of method for performing each task
Specification of individual tasks
Combination of tasks into specific jobs to be
assigned to individuals

39. Job Analysis
39
Job Design - Base
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THE JOB
For the job, including tasks,
duties, and responsibilities
to be performed
Organisational Objectives
Including human
capabilities
and limitations
Ergonomics Considerations
Reflected in the different
talents, abilities, and skills of
employees
Behavioural Concerns
Concerns centering on
efficient production
processes and work
method improvements
Industrial Engineering

40. Job Analysis
40
Job Design-Vacancy Analysis
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Level Employee Turn.% Expected
Vacancies
Expected to
Remain
Top
Management
100 20% 20 80
Mid
Management
200 24% 48 152
Low
Management
600 22% 132 468
Skilled Workers 600 16% 96 504
Assy Workers 2000 12% 240 1760
Total 3500 536 2964
(Historic Departures)
Average turnover percentage= 536/ 3500= .1531

41. Job Analysis
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Job Design – Affecting Factors
Organisational
Factors
Environmental
Factors
Behavioral
Factors
Job Design
Productive and
Satisfying Job
Feedback

42. Job Analysis
 Introduction
 Components of Job Analysis
 Process
 Role Analysis
 Job Description
 Job Specification
 Job Design
Summary
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43. Job Analysis
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