1. HUMAN RESOURSES MANAGEMENT
SUBMITTED TO : SIR COL LIAQAT ALI JAFRI
SUBMITTIED BY MUHAMMAD HUZAIFA &
AZHAR ISHTIAQUE

2. TOPICS
 JOB ANALYSIS
 JOB DISCRIPTION
 JOB SPECIFICATION

3. Definitions
 Job Analysis
◦ Determining duties and skill requirements of a job
and the right kind of person.
 Job Description
◦ Job’s duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities.
 Job Specification
◦ Job’s “human requirements”, the requisite education,
skills, personality, etc.

5. Uses Of Job Analysis
 Recruitment and Selection
 Compensation
 Performance Appraisal
 Training
 Discovering Unassigned Duties
 EEO Compliance

6. Best Practices
 Invite discussion for best practices

7. Steps In Job Analysis
1. Identify action items Decide how you’ll use
the information.
2. Review relevant background information.
3. Select representative positions.
4. Actually analyze the job.
5. Verify the job analysis information.
6. Develop a job description and job
specification.

8. Reasons For Conducting
Job Analysis
 Training & Development
 Staffing
 Compensation & Benefits
 Safety and Health
 Employee and
labor relation ship

9. Methods Of Collecting Job
Analysis Information

10. Writing Job Descriptions
 Job Description
A written statement of what the worker actually
does, how he or she does it, and what the job’s
working conditions are.

11. Sections of a typical job
description
 Job Identification
 Job Summary
 Responsibilities And Duties
 Authority Of Incumbent
 Standards Of Performance
 Working Conditions
 Job Specifications

12. Writing Job Descriptions (Contd.)
 Job Identification
 Job title: name of job
 FLSA status section: Exempt or nonexempt
 Preparation date: when the description was
written
 Prepared by: who wrote the description
 Job Summary
 Describes the general nature of the job
 Lists the major functions or activities

13. Writing Job Descriptions (Contd.)
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.

14. Writing Job Descriptions (Contd.)
 Standards of Performance and Working
Conditions
 Listsstandards the employee is expected to
achieve under each of the job description’s main
duties and responsibilities.
 Standards must be specific
 Examples:

15. Writing Job Specifications
 What kind of person to recruit - what
qualities that person should be tested on
 Either listed in a section of job description or
in a separate document

16. Writing Job Specifications
(Contd.)
 Specifications for trained personnel
 Focus on traits like length of previous service,
quality of relevant training, and previous job
performance.
 Specifications for untrained personnel
 Focus on physical traits, personality, interests, or
sensory skills that imply some potential for
performing or for being trained to do the job.

17. Writing Job Specifications
(Contd.)
 Specifications Based on Judgment
 Self-created judgments (common sense)
 List of competencies in Web-based job descriptions
(e.g., www.jobdescription.com)
 O*NET online
 Standard Occupational Classification
 Specifications Based on Statistical Analysis
 Attempts to determine statistically the relationship
between a predictor or human trait and an indicator
or criterion of job effectiveness.

18. Writing Job Specifications
(Contd.)
Steps in Statistical Approach
Analyze the job and decide how to measure job performance
Select personal traits (like finger dexterity) that you believe should predict
successful performance
Test candidates for these traits
Measure these candidates’ subsequent job performance
Statistically analyze relationship between the human trait (finger dexterity) and
job performance