1. Job Analysis
• The process of defining a job in terms of
tasks or behaviours needed to perform the
job successfully.

2. • A systematic way to gather and analyse
information about the content and human
requiremens of jobs, and the context in
which jobs are performed.

3. • Job analysis identifies what the existing
tasks, duties,a nd responsibilities of a job
are.

4. • A task is a distinct, identifiable work
activity composed of motions, where as
duty is a larger work segment composed
of several tasks that are performed by an
individual.
• Responsibilities are obligations to perform
certain tasks and duties.
• A job description indicates the tasks,
duties, and responsibilities of a job.

5. • Job specifications lists the knowledge,
skills, and abilities (KSAs) include
education, experience, work skill
requirments, personal abilities and mental
and physical requirements.

6. Pervasive Use of Job Analysis
Results
• HR planning
• Recruitment and selection
• Compensation
• Training and development
• Performance appraisal
• Health, safety and security
• Union relations

7. Methods of Collecting Job Analysis
Information
• Observation method
• Interview method
• Conference with job analysts/Experts
• Diaries kept by Job incumbents
• Questionnaire method
• Combination method

8. Specialized Job Analysis
Techniques

9. Job-Focused
• Functional job analysis: Describing nature
of job in terms of data (analyzing,
computing etc), people ( monitoring
negotiating, supervising etc) and things
(operation controlling, manipulating,
handling).

10. • Management Position Description
Questionnaire (MPDQ): This technique is
specially designed to analyse managerial
positions. While using this technique, the
job analysts use a checklist containing
197 job factors related to the concerns
and responsibilities of managers.

11. • The Hay Plan: This method is used by a
number of organisations to analyse managerial
and executive jobs. Since executives are
engaged in numerous tasks it is difficult to
specify their duties and responsibilities. They
have to work on the broad areas of
accountability objectives such as, organisation
management, strategic planning, tactical
planning, execution and directing the attainment
of objectives and review and control.

12. • Methods Analysis: Originally developed
from industrial engineering, method
analysis focuses on the analysis of non-
managerial jobs. The main purpose of
methods analysis is analysing the job to
help the employee to work more
effectively and efficiently.

13. Person-focused
• Position analysis questionnaire: Finding
the personnel or behavioral requirements
for performing jobs. ( to make decisions,
communication, physical activities,
information processing).

14. • Physical abilities analysis : Exert muscular
force regularly, resistance strengths or
trunk muscle etc.

15. • The critical incident technique: Occurred
during last three months and find how
actions are taken to improve.

16. • Guideline oriented Job analysis: listing job
domain of the incumbent, list critical
important. Duties, determine how
frequently these critical duties are required
to perform, determine requisite skills or
knowledge, determine physical
characteristics etc.