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IPSAR B-School , Cuttack
JOB ANALYSIS
InstructorInstructorMr. Shyamasundar TripathyMr. Shyamasundar TripathyManagement Faculty(HR)Management Faculty(HR)
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Job Analysis: A Basic Human Resource Tool
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•Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
•Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program.
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Job Analysis
Knowing Who Does What?
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Purposes of the job Analysis
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Major duties or activities required
Conditions under which the job is performed
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What Is a Job?
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WorkEffort directed
toward producing or accomplishing
results
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TaskA distinct,
identifiable work activity composed of
motions
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DutyA larger work segment
composed of several tasks that are performed
by an individual.
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ResponsibilityAn obligation to
perform certain tasks and duties.
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PositionSet of tasks and duties performed
by single individual
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Job Group of positions that are
identical with respect to their major significant tasks and sufficiently alike to be covered by
single analysis
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OccupationGeneral class of
jobs
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CareerSequence of jobs held
by individual throughout lifetime
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Job Description Written narrative describing activities performed on a job; includes info about equipment used and working conditions.
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Other Important Job Analysis Terms
Job SpecificationIdentifies major job
responsibilities; outlines specific KSA, and other physical and personal
characteristics necessary to perform a job.
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JobGrouping of tasks, duties,
& responsibilities that constitutes the total work assignment for employees
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A job is a set of closely related
activities carried out
for pay
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Job Analysis Defined
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Job Analysis is the SYSTEMATIC process
of collecting and making judgments
about all the important information related to a
job.
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This Analysis Includes
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Identifying tasks/duties performed
Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
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Reasons For Conducting Job Analysis
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Staffing
Training and Development
Compensation and Benefits
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Safety and Health
Employee and Labor Relations
Legal Considerations
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Types of Job Analysis Information
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Work activities
Worker-oriented activities
Machines, tools, equipment, and work aids used
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Job-related tangibles and intangibles
Work performanceJob contentPersonal requirements for the job
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Questions Job Analysis Should Answer
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What physical and mental tasks does the worker accomplish?
When does the job have to be completed?
Where is the job to be accomplished?
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How does the worker do the job?
Why is the job done?What qualifications are needed to perform the job?
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Job Analysis DecisionsJob Analysis Decisions
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What type of information will be collected?
How will the information be collected?
How will the information be recorded or documented?
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When Job analysis Is performed
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When the organization is founded
When new jobs are created
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When jobs are changed significantly as a result of new technologies, methods, procedures, or systems
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Uses of Job AnalysisUses of Job Analysis
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EqualEmployment
HRPlanning
PerformanceAppraisal
Recruitment Selection
HRResearch
Employee & LaborRelations
Compensation& Benefits
Safety &Health
HRDevelopment
Job Analysis
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Importance of Job Analysis
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Provide realistic job information's regarding duties, working conditions, and requirements
Identifies relationships between supervisors and subordinates
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Defines duties and related tasks
Time required to perform duties
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Basis for training, career planning, and career development
Help to determine the worth/pay
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Strategic Importance ofJob Analysis
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Change in organization’s
strategic goals
Change in people skills
required
Change in way the
organizationoperates
Results inJob descriptions
Job specifications
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Steps in Job Analysis
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Step 1 Identify how information will be used
Step 2 Review background information
Step 3 Select representative positions to analyse
Step 4 Collect data to analyze job
Review information with incumbents
Develop job description/ specification
Step 5
Step 6
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Job Analysis InformationJob Analysis Information
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Job Contentassemble boxes
Job Contextplant assemblyline
Worker Requirementsknowledge, skills,abilities
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Job analysis outcomes
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Job description
Job specification
Job evaluation
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Job Description - written narrative describing activities performed on a job; includes information about equipment used and working conditions under which job is performed.
Job Specification - outlines specific skills, knowledge, abilities, physical and personal characteristics necessary to perform a job - What about physical and personal characteristics? Strength, patience, intestinal fortitude, risk-taker.
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Job Evaluation Job evolution or job rating is a systematic procedure
for measuring the basis of their common factors such as skill, training, effort, responsibility and job conditions