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Process of Job Analysis

Jobs can be analysed through a process, which consists of seven basic steps. If the strategy implementation needs innovative skills and autonomy, they should be included in the job analysis. Job analysis is useful as a guide in every phase of employment process like manpower planning, recruitment selections, orientation induction and in performance appraisal.

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Karan Jogi
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75 views

Process of Job Analysis

Jobs can be analysed through a process, which consists of seven basic steps. If the strategy implementation needs innovative skills and autonomy, they should be included in the job analysis. Job analysis is useful as a guide in every phase of employment process like manpower planning, recruitment selections, orientation induction and in performance appraisal.

Uploaded by

Karan Jogi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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PROCESS OF JOB ANALYSIS

Jobs can be analysed through a process, which consists of seven basic steps: 1. Company strategies The strategies of the company are the basis for any organisational activity including job analysis. if the strategy implementation needs innovative skills an autonomy, they should be included in the job analysis. According to wiliam p. Anthony, the companies have to make four strategic choices: The extent of employee involvement in job analysis. The level of details of job analysis. Timing and frequency of analysis. Past oriented vs future oriented job analysis. 2. Collection of information Information consists of organisation charts, class specifications and existing job descriptions. Organisation charts show the relation of the job with other jobs in the overall organisations. The existing job description provides agood starting point for job analysis. 3. Selection of representative position to be analysed It would be difficult and too time consuming to analyse all the jobs. So, the job analyst has to select some of the representative positions in order to analyse them. 4. Collection of job analysis data This step involves actually analysing a job by collecting data on features of the job, required employee behaviour and human requirements. 5. Developing a job description This step involves describing the contents of the job in terms of functions, duties, responsibilities, operations etc. 6. Developing a job specification This step involves conversion of the job description statements into job specification. Job specification describes the personal qualities, traits, skills, knowledge and background necessary for getting the job done. 7. Developing employee specification This final step involves conversion of specification of human qualities under job specification into an employee specification. It describes physical qualification, experience etc. Which specify that the candidate with these qualities possesses the minimum human qualities listed in the job specification.

BENEFITS OF JOB ANALYSIS


1. Employment Job analysis is useful as a guide in every phase of employment process like manpower planning, recruitment selections, placement, orientation induction and in performance appraisal as it gives the information about duties, tasks and responsibilities. 2. Organisation audit Job information obtained by job analysis often reveals instances of poor organisation in terms of the factors of job design. The analysis process therefore consists of kind of organisation audit. 3. Training and development programmes Description of duties and equipment used is of great help in developing the content of training and development programmes. Needs of these programmes are identified with the help of job description. 4. Promotion and transfer Job information helps in charting the channel of promotion and in showing lateral lines of transfer. 5. Discipline Job information can be used as a standard when discipline is being considered for standard performance. 6. Wage and salary administration Job analysis is the basis for job evaluation. Basically wage and salary levels are fixed on the basis of job evaluation which takes into consideration the content of the job in terms of tasks, duties, risks, hazards etc. 7. Induction Job description is a standard function as the employee is provided with the information about the job. 8. Industrial relations A job description is a standard function to solve industrial disputes and to maintain sound industrial relations. If an employee attempts to add or to delete some duties from the ones listed in the job description, the standard has been violated.

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