JOB ANALYSIS
By: Prof. M Srivastava
JOB ANALYSIS DEFINED
Job analysis is the process of studying jobs
to gather, analyze, synthesize and report
information about job responsibilities and
requirements and the conditions under
which work is performed.
Heneman and Judge (2009)
HISTORICAL PERSPECTIVE
Frederick Taylor (1911) Scientific
Management
Replaced rule-of-thumb work methods with scientific
study.
Scientifically select, train and develop workers.
Cooperate with workers to ensure that scientific
methods are followed.
Divide work such that managers apply scientific
principles and workers implement them.
Find the “one best way” to accomplish any task.
Utilized time and motion studies to analyze tasks.
HISTORICAL PERSPECTIVE
Elton Mayo (1927-1932) Hawthorne
Studies
Informal organization affects productivity.
Work group norms affect productivity.
The workplace is a social system.
Work is more than tasks and duties.
CHANGING DEMANDS OF THE ORGANIZATIONS IN THE NEW MILLENNIUM
Evolving work methods.
Organization structure.
Reporting relationships.
Global demands.
Knowledge workers.
JOB ANALYSIS: FOUNDATION OF ALL HR PRACTICES
INFORMATION NEEDED FOR JOB ANALYSIS
Data, people, things.
Tasks or job functions:
What gets done on the job.
Essential functions.
Scope of responsibility:
Supervision received.
Supervision provided.
Tools and equipment used on the job:
Computer software.
Hand tools.
Job-related equipment.
INFORMATION NEEDED FOR JOB ANALYSIS
Work context and environment:
Physical environment (discomfort, hazards).
Work schedule (hours, days).
Travel required.
Social/relationship factors:
Nature of social contacts.
Level of social contact.
Decision-making authority:
Judgment and discretion.
INFORMATION NEEDED FOR JOB ANALYSIS
Personal and physical demands of the job:
Stand, sit, reach, lift, walk.
Knowledge, skills and abilities required to
perform job tasks:
Education.
Experience.
Certification (desired) and licensure
(required):
Certification
(HR).
Board licensure (physician, engineer).
OUTCOMES OF JOB ANALYSIS
Job description:
Systematic, detailed summary of job tasks,
duties and responsibilities.
Assures that employees and managers are on
the same page regarding who does what.
Job specification:
Detailed summary of qualifications needed to
perform required job tasks.
Performance standards:
Establishes the level of satisfactory performance.
JOB DESCRIPTION
The job description should include at least
the following elements:
Job title.
Job code.
Job summary.
Essential job duty task statements.
Job context or any unusual elements.
Date created.
Revision number and date.
JOB SPECIFICATION
The job specification should include at least the
following elements:
Job title.
Job code.
Job summary.
Knowledge required to perform job.
Skills required to perform job.
Abilities required to perform job.
Education required.
Experience required.
Licensure required or certification desired to perform
the job.
Date created.
Revision number and date.
PERFORMANCE STANDARDS
Performance standards define the level of
expected quality and quantity of work
produced on the job.
Line managers’ input in developing
performance standards is essential.
Standards must be consistent and
reasonable.
Performance standards help the employee
gauge performance on the job.
MAINTENANCE
Job descriptions and specifications must be kept
current to reflect changes in:
Work practices and processes.
Tools and equipment used on the job.
Levels of discretion
Licensure or certification.
Annual review during performance appraisal.
Review when incumbent turns over.
