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Job Analysis: Job Analysis Is A Detailed Description of The

Job analysis is a detailed description of the physical and other demands of a job based on direct observation. It describes the activities, functions, skills, knowledge, and abilities needed to accomplish tasks. The goals of job analysis are to match jobs to job holders and identify requirements for effective job performance. Job description outlines the duties and responsibilities of a position, while job specification defines the minimum qualifications. The process of job analysis involves defining its uses, collecting information, and processing the information.

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Kochappen Ipe Kumar
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82 views12 pages

Job Analysis: Job Analysis Is A Detailed Description of The

Job analysis is a detailed description of the physical and other demands of a job based on direct observation. It describes the activities, functions, skills, knowledge, and abilities needed to accomplish tasks. The goals of job analysis are to match jobs to job holders and identify requirements for effective job performance. Job description outlines the duties and responsibilities of a position, while job specification defines the minimum qualifications. The process of job analysis involves defining its uses, collecting information, and processing the information.

Uploaded by

Kochappen Ipe Kumar
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 PPT, PDF, TXT or read online on Scribd
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JOB ANALYSIS

 Job Analysis is a detailed description of the


physical and other demands of a job or job
goal based on direct observation of the job.
 It describes what the worker does in terms of
activities &
 functions, and the worker characteristics
(skills, knowledge, abilities, and adaptabilities)
 needed to accomplish the tasks involved.
1
JOB ANALYSIS
 It is an attempt to match the jobs & job –
holders.
 It is detailed study of a job to identify the
skills,experience & aptitude required for the
job.

2
JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION


Is a statement of minimum
Is a written statement
acceptable qualities required
showing Job title, Tasks duties &
in a job in current for the
responsibility,working
effective performance
conditions,stress,hazards
of the Job.
involved in a Job
3
Process of Job Analysis
 Defining uses of job analysis

 Collection of information

 Information processing

4
JOB DESIGN
 It is to accommodate people's needs &
desires.
 It may be especially appropriate to design
jobs for exceptional persons in order to
utilize their potential
 Job design involves envisioning and defining
specification of work system related to a
particular job. It is an activity to ensure that
people and other resources are effectively
and efficiently utilized.
5
JOB DESIGN
 Work arrangement (or rearrangement) aimed
at reducing or overcoming job dissatisfaction
and employee alienation arising from
repetitive and mechanistic tasks.
 Through job design, organizations try to
raise productivity levels by offering non-
monetary rewards such as greater satisfaction
from a sense of personal achievement in
meeting the increased challenge and
responsibility of one's work
6
GOALS JOB DESIGN ...
To meet the organizational requirements such
as higher productivity , operational ,
efficiency , quality of product / services .....
To satisfy the needs of the individual
employees like interests, challenge ,
achievement ....
7
Techniques Of Job Design ...
 Job enlargement
 Job Rotation
 Job enrichment

8
JOB ENLARGEMENT
 Is several short tasks which are given to one
worker.
 Means-The scope of a job is increased
because there are many tasks to be
performed by the same worker.
 It does not increase the depth of the job.
 Enlarged jobs require longer training period
because there are more tasks to be learned. If
worker are more satisfied with jobs, so the
job enlargement should be successful.
9
JOB ROTATION
 It refers in the movement of an employee
from the job to another.
 An employee who works on a routine job is
affected from boredom & monotony
 Job rotation improves employees skills.
 Thus the role of job rotation in motivating
people is limited.

10
JOB ENRICHMENT
 Is based on Herberg's two-factor theory of
motivation.
 It is based on the assumption that in order to motivate
workers
 The job itself must provide opportunities for
achievement, recognition & responsibility.
 The job enrichment approach to boring jobs is to give
the individual employee more autonomy in the job.
 Employee receives a greater sense of
accomplishment as well as more authority &
responsibility
11
QWL – Quality of Work Life
 QWL can be define as "The quality of
relationship between employees and the total
working environment.”

 QWL is a process by which an organization


responds to employee needs for developing
mechanisms to allow them to share fully in
making the decisions that design their lives
at work.
12

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