JOB ANALYSIS – Job

Description and Job

Specification
 FAQs

Define job simplification

Define Job description

Define job specification.

Define Job analysis

 Job analysis
Job analysis the first step in job evaluation and requires
investigation each job skills and personal attributes
required to perform the job satisfactorily.
Job analysis is a formal and detailed examination of jobs.
It is a systematic investigation of tasks, duties and
responsibilities necessary to do a job.
A job consist of a group of tasks that must be performed
for an organisation to achieve its goals.
Job Tasks

Job duties
Job analysis
Job responsibilities
 Uses of job analysis
 preparation of job description and job
specification
 serves as a basis for orienting and training
employees regarding their specific duties
 It is used in job evaluation
 It clarifies lines of responsibility and authority
 It helps in designing and redesigning the job
 It provides a method of comparing rates of jobs
( wage and salary survey )
 Steps of job analysis
• Organisation analysis
• Selection of positions to be analyzed
• Identifying the job completely and accurately
• Describing the task of the job
• Indicating the requirements for its successful
performance
 Method of job analysis
Observation method

Individuals interview method

Group interview methods

Structured questionnaire methods

Technical conference methods

Diary method
 Job description
Job description is a written summery of tasks,
duties and responsibilities a set of statement
based on standards of practice that
comprises the employees contract with
institution. It lists the expected behavior of an
employee.
Elements of job description
• Job title
• Job summary
• Job activities
• Working conditions
• Social environment
 Job specification
• It is the personal qualifications, skills,
physical and mental demands required
for effective performance .
 job specification may be classified into three
categories:

1. Essential attributes: skills, knowledge and

abilities a person must posses.
2. Desirable attributes: Qualification of a
person ought to posses.
3. Contra indicators: attributes that will become
.
a handicap to successful job performance
 Job Evaluation
Job evaluation is defined as a systematic
method of appraising the worth or value of
each job in relation to all other jobs in the
same organization.
It built upon and job analysis and job
description
 Purposes of job evaluation
1- To identify factors or conditions that place one
job higher than another in a value hierarchy.

2- To determine the relative worth of each job as

a basis for equitable pay differentials.
 Job Design
Job design is the process of work arrangement
(or rearrangement) aimed at reducing or
overcoming job dissatisfaction and employee
alienation arising from repetitive and
mechanistic tasks.
 Sources
Rao, V.S.P., Human Resource Management:
Text and cases, Excel Books, New Delhi.
Aswathappa, K., Human Resource
Management, Tata McGraw-Hill, New
Delhi.
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