Nazmul Ahsan

I’D: 183-11-5959

Course Teachers: Dr. Sheikh Abdur Rahman, Associate Professor Department of

Topic name: job Analysis System in Bangladeshi Organizations.

Job analysis is a strategy through which you decide the obligations and duties, nature of the job
lastly to choose capabilities, aptitudes and information to be required for a worker to perform
specific employment. Employment examination assists with understanding what undertakings
are significant and how they are continued. job examination structures reason for later HR
exercises, for example, creating viable preparing program, determination of workers, setting up
of execution norms and evaluation of representatives (performance appraisal) and
representative compensation framework or compensation plan.

Top 5 Most demand jobs in Bangladesh: -

 Customer Support Jobs.

The benefits of a job analysis: -

Organizational structure and design: – Job Analysis data helps in preparing the organization
chart and the organizational structure. Classification of the jobs, relation of each job with one
another and various positions and hierarchy of the positions is determined in order to avoid
overlapping of authority- responsibility relationship and to avoid distortion in chain of
command.

Man power planning: – Job Analysis data provides the qualitative aspects of the jobs in an
organization. It determines the demands of job in terms of duties to be performed, qualification
and personal skills required in the employees. It is a tool which is used for matching job with
men.
Recruitment and Selection: – Job Analysis helps in hiring future human resources of an
organization. Job Description and job Specification provides necessary information that helps to
recruit and select the right kind of people for the available jobs.

Training and Development: – Based on the job requirements identification of the training
needs of the persons can be done easily. Training can be provided in those specific areas which
will help to improve the job performance.

Job Evaluation: – Job evaluation refers to studying in detail the job performance by all
individual. Information regarding the level of difficulty, skills level, qualities required to perform
the job are obtained from job analysis to establish relative worth of different jobs. Promotions
and Transfer: – promotion is given to an employee on the basis of the skill and talent required
for the future job. Similarly, when an employee gets transfer to another branch the job must be
very similar to that of his previous job. To take these decisions the information is collected from
job Analysis.

Performance Appraisal: – By comparing actual performance of the employees to the standard

Career path planning and Employee counselling: – Many companies have not taken up career
planning for their employees. Employee counselling is done to prevent the employee from
leaving the company. Employees are informed about the limitations of jobs in terms of
development and are guided to take required steps for their future development. Job Analysis
provides such information regarding the areas in which a person requires modification for
better career options.

Health and safety: -Job Analysis points out the risk factor associated with a particular job and
thus the action required for the safety of the employees can be taken. Unsafe operations can
be eliminated or can be replaced by safe one or the safety equipment’s can be installed.

Labor relations: When companies plan to add extra duties or remove certain duties from a job,
they require the help of job Analysis, when this activity is systematically done using job
Analysis, it does not affect adversely to the union members and do not hamper labor relations.

Acceptance of job offer: Appointment letter issued by an organization always mention the
duties to be performed by him. This information is collected from job Analysis, which is why job
Analysis becomes important.
Discovering Unassigned Duties: Job Analysis can help to reveal unassigned duties if any.
However, the end result of job Analysis is effectiveness and efficiency i.e. doing the right thing
and doing it rightly and respectively. The underlying motive at the long run is increase in
company’s profitability, productivity and sustainability.

Job analysis methods can be categorized into 3 basic types: -

 Observation methods
 interview techniques
 Questionnaires including job inventories or checklists.

Preparing and communication the job analysis

 1.Identify jobs and methodology

Maintain and Updating job description and job specifications: -

1.Update job descriptions and specifications as organizations changes.

2.Periodically review all jobs. It requires use of techniques like work-study, process planning,
organizational methods and organizational analysis and to proper work. Forecasting personnel
needs for Bangladeshi organization. Every organization has employment planning. A process
system views human resources planning job and to the management of people within the
organizations job and work design. The organization that are not unilever operations in
Bangladesh provide employment. Managing people in an Organization is about More than

development of upazila health system, local level job analysis and staffing job analysis consists
of job. The legal system of Bangladesh is based on a common law system to a lack of proper
leadership, manpower and sound organizational support, the process had proceeded no
further. For example, a job analysis-based form would be one that lists the jobs tasks or
behaviors and specifies the expected performance level for each job worth is typically
determined by evaluating or rating jobs based on important factors such as skill level effort,
responsibilities and working conditions. A job description contains the following components
job title, job purpose, job duties and responsibilities, required qualifications, preferred
qualifications and working conditions.

Employee safety: -A through job analysis often uncovers unsafe practices and or environmental
conditions associated with a job.

Compensation: -A proper job analysis helps to ensure that employees receive fair
compensation for their jobs.

Job Description: -job description the duties, responsibilities, working conditions and activities of
a particular job.

Job Specifications: -Job specifications usually involve a listing of the personal qualifications
regarded as necessary for satisfactory performance. Job specifications are mainly used in
selecting and recruiting staff and are accordingly not essential for job evaluations. But certain
personal attributes, such as experience, education and aptitude, may occur in both in job
description as well as in job specification. Many job evaluation plans accordingly use job
specifications to complement job description.

Job Specification describes the desired attributes of the person doing the job. It is a statement
which tells minimum acceptable human qualities that helps to perform a job. Such
requirements are usually established for individual jobs on the basis of judgments made by staff
analysts, but in some instances, they are based upon statistical validation procedures. Job
Specification translates the job description into human qualifications so that a job can be
performed in a better manner. Job Specification helps in hiring an appropriate person for an
appropriate position.