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Job Analysis:: Step 1: Organize and Plan The Program

Job analysis is the systematic study of jobs to understand their nature and requirements in order to hire the right candidates. It involves analyzing data related to duties, responsibilities, operations, and equipment required. The objectives of job analysis include job simplification, establishing work standards, improving safety, and supporting HR activities like recruitment and training. The results of job analysis are used for human resource planning, recruitment and selection, training and development, job evaluation, performance appraisal, and job design. The process of job analysis involves organizing the analysis, defining objectives, prioritizing jobs, collecting job information, and preparing job descriptions and specifications.

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Mashhood Ahmed
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165 views

Job Analysis:: Step 1: Organize and Plan The Program

Job analysis is the systematic study of jobs to understand their nature and requirements in order to hire the right candidates. It involves analyzing data related to duties, responsibilities, operations, and equipment required. The objectives of job analysis include job simplification, establishing work standards, improving safety, and supporting HR activities like recruitment and training. The results of job analysis are used for human resource planning, recruitment and selection, training and development, job evaluation, performance appraisal, and job design. The process of job analysis involves organizing the analysis, defining objectives, prioritizing jobs, collecting job information, and preparing job descriptions and specifications.

Uploaded by

Mashhood Ahmed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Job Analysis:

It is the detailed and systematic study of jobs to know the nature and characteristics of the
people to be employed for each job. In simple words in Job analysis, we need to understand
and study the systematic nature of job, because you need the right people to be employed at
those jobs, you need to select or recruit right candidate for right position for this purpose you
have to study or understand the nature of the job.
The process of job analysis is based on data analysis:
The data is mostly related to:
 Duties
 Responsibilities
 Operations of a job
 Material and equipment required in a job.

Objectives of Job Objectives:


 Job Simplification
 Establishment of work standards
 Improving the safety in the organization
 Support the other HR activities.

Uses of Job Analysis:


 Human Resource Planning:
 Identifying right people at right time in right place with right skills
 Recruitment, Selection and Placement
 What you need to do
 What skills you need to have
 Matching the job requirement with skills employees must have
 Training and Development
Every job need a particular skills so that employees must be trained accordingly

Job Evaluation:
Measuring the worth of jobs. Higher the worth higher the salary

Performance Appraisal:
Actual performance is measured against the standards. These standards are set based on job analysis.

Job Design:
Job analysis helps in designing and redesigning of jobs based work specialization, work improvement
etc.

Process of Job Analysis:


Step 1: Organize and Plan the Program:
 Assign a person or a team for the process to analyze the job.
 A schedule (time) and estimate (budget) is provided to complete the activity.
Step 2: Defining the objective of the job analysis
Step 3: Set priorities for the Job to be analyzed
Step 4: Start collecting Job information
 Information related to work flow
 Job descriptions
 Job specification
 Procedure manuals
Step 5: Prepare the Job Description and Job Specification.
Whenever there is a vacancy in any organization that advertise their posts in various
platforms such as newspaper, electronic website, employment exchange, etc. Job description
is that advertisement. It can be defined as the factual statement of job contents in the form of
duties and responsibilities of a specific job.
Why we make Job Description:
 It tells the job seeker about the nature and type of job. It explain:
 What is to be done
 How it is to be done
 Why it is to be done

Contents of Job Description:


 Job title
 Job location
 Job summary
 Duties to be performed
 Machines and tool if required
 Nature of supervision
 Working environment

Job Specification:
It is a document which states the minimum acceptable human qualities necessary to perform a
job properly. It translates the job description into human qualification. It serves as a guide
while hiring someone. Most of the companies do not prepare it but still interviewer do keep
this in their mind before hiring someone.

Contents of Job Specification;


 Job Grade or Title
 Age Limits
 Education Qualification
 Previous Experience
 Physique and Health
 Appearance or Personality
 Special abilities and skills.

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