What is Job Analysis?
Job Analysis is collecting job-related information about duties, tasks, and responsibilities. This information helps in the preparation of Job Descriptions and Job Specifications.
Why we are doing Job Analysis?
The procedure involves systematically investigating jobs by following several predetermined steps.
- When completed, Job Analysis results in a written report summarizing the information obtained from the analysis of individual tasks or activities.
- HR Managers use this data to develop Job Descriptions and Job Specifications. The Job Description and Job Specification, in turn, are used to perform several functions like
- Development of Performance Appraisal Criteria
- Content of Training Class
- Selection Criteria
- The ultimate purpose of Job Analysis is to improve organizational performance and productivity.
Job design identifies what work must be performed, how it will be performed, where it is to be performed and who will perform it. Job analysis information is invaluable in determining which tasks should be grouped to form a job and structuring jobs so that employee satisfaction and performance can be enhanced.
Job Analysis is concerned with objective and verifiable information about the actual requirements of a job. The Job Description and Job Specification developed after Job Analysis must be as accurate as possible because they form the basis for making Human resource management decisions such as recruitment. Training, appraisal, selection to the termination.
What is the Job Description?
A statement of the tasks, duties, and responsibilities of a job to perform.
What is Job Specification?
A statement of the needed knowledge, skills and abilities of the person who is to perform the job
Does job Analysis help other HR Activities? Yes
- HR Planning
- Compensation & Benefits
- Training & Development
- Recruiting & Selection
- Orientation
- Performance Management
- Career Planning & Development
- Healthy, Safety, Security
HR Planning
HR planning requires auditing of current jobs, Its Provides necessary details about a current number of jobs and positions and reporting relationships of the jobs, by identifying the functions currently being performed and calculating the time being spent to perform them, so we can redesign jobs to eliminate unnecessary tasks and combine responsibilities where desirable. And it helps us to accurately determine the number and types of employees to be recruited or exited from the organization.
Recruitment
job analysis to validate recruiting and selection criteria. Without a systematic investigation of a job, an employer may be using requirements that are not specifically job-related It provides realistic job previews by highlighting irrelevant and or distorted job information. So, Job analysis information helps to attract better-qualified candidates by identifying who to recruit, how, and where to recruit them by establishing the job requirements that must meet.
Orientation
Effective job orientation requires a clear understanding of the work to be performed. A new employee cannot be properly taught how to do a job if job duties and responsibilities are not clearly defined.
Compensation
Job analysis information is essential when determining compensation. As part of identifying appropriate compensation, job analysis information is used to determine job content for internal comparisons of responsibilities and external comparisons with the compensation paid by competing employers, Information from a job analysis can be used to give more pay, reward, award, and arrange various employees benefits program to jobs or employees involving more difficult tasks, duties, and responsibilities
Training & Development
By defining what activities include a job, a job analysis helps us to explain the job to a new employee and it also helps in career planning by showing employees what is expected in jobs that they may choose in the future. Job specification information can point out areas in which employees might need to develop to further their careers.
Performance Appraisal
With performance standards to compare what an employee is supposed to be doing with what the person has done, a supervisor can determine the employee’s performance level. The performance appraisal process should then tie to the job description and performance standards. Developing clear, realistic performance standards can also reduce communication problems in performance appraisal feedback between managers, supervisors, and employees.
Safety & Health
Job analysis information is useful in identifying possible job hazards and working conditions associated with jobs. From the information gathered, managers and HR specialists can work together to identify the health and safety equipment needed, specify work methods, and train workers.
What information are we supposed to collect in Job Analysis Process?
We will collect Job Description Details & Job Specification Details
Job Specification
- Job Title
- Job Code
- Grade Level
- Designation
- Education Required
- Skill Required
- Experience Required
- Knowledge Required
- Any Special License or Certification Required
- Job Creation Date
- Noice Period
- Reporting Person Details
- Salary Budget
- Gender & Age Required
- Work Location
Job description
Day to Day duties, Activities and Responsibilities that are performed & Managed by the employee in a particular job in an organization.
- Main/Core Activities
- Secondary Activities
Method of Job Analysis
- Questionnaire
- Interviews
- Observation
- Logs/Dairies
How to Sourcing the Data
- Supervisor
- Employees
- Managers
- Job analyst
Who will conduct the Job Analysis Process?
- Job analyst
- Outside consultant
- Supervisor
- Manager
What are all the results will come after the job analysis
- Duties and Responsibilities
- Qualification Needed
- Experience Needed
- Performance Expectation
- Knowledge Required
- Skill Required
- Attitude/Behavior Required
