This document discusses job analysis, which is defined as the systematic process of collecting and making judgments about all important information related to a job. It involves identifying tasks, duties, and the knowledge, skills, and abilities required to perform those tasks. Job analysis is used for various human resource purposes like staffing, training, compensation, and health and safety. It provides job descriptions and specifications. The key steps in job analysis are identifying how the information will be used, reviewing background data, selecting jobs to analyze, collecting data, developing job descriptions and specifications, and reviewing them with incumbents.

1. IPSAR B-School , Cuttack
JOB ANALYSIS
InstructorInstructor
Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy
Management Faculty(HR)Management Faculty(HR)

2. Job Analysis: A Basic
Human Resource Tool

3. •Job analysis is the procedure for
determining the duties and skill
requirements of a job and the kind of person
who should be hired for it.
•Studying and under-standing jobs
through the process known as job
analysis is a vital part of any HRM
program.

4. Job Analysis
Knowing Who Does
What?

5. Purposes of the
job Analysis

6. Major duties or
activities required
Conditions under
which the job is
performed

7. What Is a
Job?

8. Work
Effort directed toward
producing or
accomplishing results

9. Task
A distinct, identifiable
work activity
composed of motions

10. Duty
A larger work segment
composed of several tasks
that are performed by an
individual.

11. Responsibility
An obligation to perform
certain tasks and duties.

12. Position
Set of tasks and duties
performed by single
individual

13. Job
Group of positions that are
identical with respect to their
major significant tasks and
sufficiently alike to be covered
by single analysis

14. Occupation
General class of jobs

15. Career
Sequence of jobs held by
individual throughout
lifetime

16. Job Description
Written narrative describing
activities performed on a job;
includes info about
equipment used and working
conditions.

17. Other Important Job Analysis
Terms
Job Specification
Identifies major job
responsibilities; outlines specific
KSA, and other physical and
personal characteristics
necessary to perform a job.

18. Job
Grouping of tasks, duties, &
responsibilities that
constitutes the total work
assignment for employees

19. A job is a set of
closely related
activities
carried out for
pay

20. Job Analysis
Defined

21. Job Analysis is the
SYSTEMATIC process of
collecting and making
judgments about all the
important information
related to a job.

22. This Analysis
Includes

23. Identifying tasks/duties
performed
 Identifying Knowledge,
Skills and Abilities (KSAs)
required to perform those
tasks

24. Reasons For
Conducting
Job Analysis

25. Staffing
Training and
Development
Compensation and
Benefits

26. Safety and Health
Employee and Labor
Relations
Legal Considerations

27. Types of Job
Analysis
Information

28. Work activities
Worker-oriented activities
Machines, tools, equipment,
and work aids used

29. Job-related tangibles and
intangibles
Work performance
Job content
Personal requirements for
the job

30. Questions Job Analysis
Should Answer

31. What physical and mental tasks
does the worker accomplish?
When does the job have to be
completed?
Where is the job to be
accomplished?

32. How does the worker do the
job?
Why is the job done?
What qualifications are
needed to perform the job?

33. Job Analysis
Decisions

34. What type of information will be
collected?
How will the information be collected?
How will the information be recorded
or documented?

35. When Job analysis Is
performed

36. When the organization
is founded
When new jobs are
created

37. When jobs are changed
significantly as a result of
new technologies, methods,
procedures, or systems

38. Uses of Job
Analysis

39. Equal
Employment
HR
Planning
Performance
Appraisal
Recruitment Selection
HR
Research
Employee
& Labor
Relations
Compensation
& Benefits
Safety &
Health
HR
Development
Job Analysis

40. Importance of Job
Analysis

41. Provide realistic job
information's regarding duties,
working conditions, and
requirements
Identifies relationships
between supervisors and
subordinates

42. Defines duties and
related tasks
Time required to
perform duties

43. Basis for training,
career planning, and
career development
Help to determine the
worth/pay

44. Strategic
Importance of
Job Analysis

45. Change in
organization’s
strategic
goals
Change in
people skills
required
Change in
way the
organization
operates
Results in
Job descriptions
Job specifications

46. Steps in Job
Analysis

47. Step 1 Identify how information will be
used
Step 2 Review background information
Step 3 Select representative positions to
analyse
Step 4 Collect data to analyze job
Review information
with incumbents
Develop job description/
specification
Step 5
Step 6

48. Job Analysis
Information

49. Job Content
assemble boxes
Job Context
plant assembly
line
Worker
Requirements
knowledge, skills,
abilities

50. Job analysis
outcomes

51. Job description
Job specification
Job evaluation

52. Job Description - written narrative describing activities
performed on a job; includes information about equipment
used and working conditions under which job is performed.
Job Specification - outlines specific skills, knowledge, abilities,
physical and personal characteristics necessary to perform a job
- What about physical and personal characteristics? Strength,
patience, intestinal fortitude, risk-taker.

53. Job Evaluation
Job evolution or job rating is a systematic procedure for
measuring the basis of their common factors such as skill,
training, effort, responsibility and job conditions