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Discuss The Components of Job Analysis

Job analysis involves systematically exploring, studying, and recording the responsibilities, duties, skills, accountability, work environment, and ability requirements of a specific job. It determines the relative importance of duties and responsibilities as well as physical and emotional skills needed. Job analysis is important for human resource managers as it is critical for functions like training, performance appraisal, and determining compensation. Key components of job analysis include the job position, job description detailing tasks and responsibilities, and job worth which estimates a job's contribution to organizational objectives.

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42 views

Discuss The Components of Job Analysis

Job analysis involves systematically exploring, studying, and recording the responsibilities, duties, skills, accountability, work environment, and ability requirements of a specific job. It determines the relative importance of duties and responsibilities as well as physical and emotional skills needed. Job analysis is important for human resource managers as it is critical for functions like training, performance appraisal, and determining compensation. Key components of job analysis include the job position, job description detailing tasks and responsibilities, and job worth which estimates a job's contribution to organizational objectives.

Uploaded by

mayank goyal
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Discuss the components of Job Analysis

Job Analysis is a systematic exploration, study, and recording of a specific job’s


responsibilities, duties, skills, accountabilities, work environment, and ability
requirements. It also involves determining the relative importance of the duties,
responsibilities, and physical and emotional skills for a given job.
Job Analysis is considered one of the most important activities performed by a
human resource manager. This article will throw light on the concept of job
analysis by describing its meaning, definition, and process with special
emphasis on the job description and job specification which are then considered
as the end result of job analysis.
The success of almost all the major functions of a human resource manager like
training and development, performance appraisal, etc. depends on effective job
analysis.
According to Gary Dessler, “Job analysis is the procedure for determining the
duties and skills requirements of a job and the kind of person who should be
hired for it.”
For example, the data collected should clearly describe exactly what is required
to perform a specific job.

This should include the:


 Knowledge: Knowledge is defined as the degree to which a job holder must
know specific technical material.
 Skill: Skill is defined as adequate performance on tasks requiring tools,
equipment, and machinery.
 Abilities: Abilities refers to the physical and material capabilities needed to
perform tasks not requiring the use of tools, equipment, and machinery. Further,
where the job is completed must be considered.

COMPONENTS OF JOB ANALYSIS
Following are the components of job analysis:
1. Job position
2. Job description
3. Job worth

Job Position
The designation of the job and the employee holding that designation in the
organization is referred to as the job position. job position serves as the base for
the compensation system in an organization.
The high designated job as well as the job holder receives higher compensation
in comparison to the lower one. For example, the top-level manager of any
organization receives more compensation than a lower-level worker.
Job Description
Each job position is different from one another because they require different
sets of tasks and responsibilities to hold that position such as experience,
expertise, and knowledge level. These tasks, duties, roles, and responsibilities
describe the in-depth details to perform that job.
Job Worth
Job worth refers to calculating the worthiness of a job in the organization. In
other words job, worth estimates how much the job contributes towards the
attainment of the organizational overall objective.
It is also known as job evaluation which serves as the base for establishing a fair
compensation system in the organization.

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