Prof.Dr.

Fatma Zehra TAN

Job analysis
Job analysis Is a systematic process of collecting the
information on nature of a job, qualities and
qualifications required to a job, physical and
mental capabilities to required to a job, duties and
responsibilities, physical and mental effort required
to perform a job, necessary skills required to
perform a job, working conditions and
environment for a job, in order to describe job
description and job specification, for recruitment
and selection of employee, improve job
satisfaction, employee safety and to build up
employee motivation etc.
What Is a Job?
A group of homogeneous tasks related by similarity of functions.

When performed by an employee in an exchange for pay, a job consists of duties, responsibilities, and
tasks (performance elements) that are (1) defined and specific, and (2) can be accomplished, quantified,
measured, and rated.

From a wider perspective, a job is synonymous with a role and includes the physical and social aspects
of a work environment. Often, individuals identify themselves with their job or role (foreman,
supervisor, engineer, etc.) and derive motivation from its uniqueness or usefulness.
Job Analysis
Job analysis, contains a simple term called
"analysis", which means detailed study or
examination of something (job) in order to
understand more about it (job). therefore job
analysis is to understand more about a
specific job in order to optimise it. Job
analysis is a systematic process of collecting
complete information pertaining to a job. Job
analysis is done by job analyst who is an
officer have been trained for it.
Job analysis is a procedure through which you
determine the duties and responsibilities,
nature of the jobs and finally to decide
qualifications, skills and knowledge to be
required for an employee to perform particular
job. Job analysis helps to understand what
tasks are important and how they are carried
on. Job analysis forms basis for later HR
activities such as developing effective training
program, selection of employees, setting up of
performance standards and assessment of
employees ( performance appraisal)and
employee remuneration system or
compensation plan.
The intention behind job analysis is to answer
questions such as:
What is the need of the job to exist?
What physical and mental activities does the worker undertake?
When is the job to be performed?
Where is the job to be performed?
How does the job performed by an employee?
What qualities and qualifications are required to perform the job?
Job analysis is a
detailed examination
of
1. (1) tasks that make up a job (employee role),
(2) conditions under which an employee performing
his/her job, and
(3) what exactly a job requires in terms of aptitudes
(potential for achievement), attitudes (behavior
characteristics), knowledge, skills, educational
qualifications and the physical working condition of
the employee.
Its objectives
include

(a) to determine most effective methods for performing a job.

(b) to increase employee job satisfaction.
(c) to identify core areas for giving training to employees and to
find out best methods of training
(d) development of performance measurement systems, and
(e) to match job-specifications with employee specifications
while selection of an employee.
Job analysis takes
place before the
recruitment process.
Procedure for
job analysis: 2. Employee oriented approach:
Job analysis is This approach focus on examining
of human attributes needed to
done by using perform the job perfectly. human
attributes have been classified into
two approaches 1.Work oriented approach: this
approach focus on the actual task
knowledge, skills, attitude and other
characteristics. Knowledge is the
one is work involved in a Job. this approach
mainly concentrate on duties,
information people need in order to
perform the job. Skills are the
oriented functions and responsibilities
involved in a job
proficiencies needed to perform
each task. Abilities are the attributes
approach and that are relatively stable over
time. Other characteristics are all
second one is other attributes, usually personality
factors.
employee
oriented
approach
Importance of job analysis

The main purpose of conducting job analysis is to

prepare job description and job specification which would
help to hire skilled workforce. Job description is a
statement of information about duties and responsibilities
Job analysis helps in analyzing the resources and of a particular job. whereas job specifications is a statement
establishing the strategies to accomplish the business goals of information about qualifications, special qualities, skills
and strategic objectives. Effectively developed, employee and knowledge required for an employee to fit for a job.
job descriptions are communication tools that are Therefore job analysis enables recruiter/employer to have a
significant in an organization's success. deep insight of a job, with that, recruiter can easily track
candidates who have required qualifications and qualities to
perform a job.
Job Analysis can be used to identify areas where an employee needs training, since job analysis make it clear to
understand about core duties and responsibilities of a job. Besides, it provides information to develop suitable training
material for a job to be performed by an employee after completion of his training.

Compensation management/salary administration is one of core HR functions. salary for a job is decided on skill level
required, duties and responsibilities, qualification and experience level/seniority, altogether, called as compensable
factors, which could be known by job analysis only. But there is a separate method to determine value of job that is
called as job evaluation which is part of job analysis. Job evaluation is process of valuing or determining how much is to
be paid for a job. Job evaluation is mainly used when a specific job or a single job is to be evaluated or when there are
different jobs in same Cader, or when there jobs based on projects or piecework. However job analysis has its own
importance in concluding compensation/remuneration/ salary of an employee.
No organisation exists without goals and objectives to achieve, performance standards
to be maintained by every employee and reviewing performance of employees. These
could be cross checked with outcome of job analysis of a job, whether outcome of job
analysis of a job is in tune with goals and objectives of an organisation or not,
performance standards are being maintained or not and reviewing employee
performance based on performance standards or not.

Job Analysis can be used in performance review to identify or develop goals and
objectives, performance standards, evaluation criteria, length of probationary periods,
and duties to be evaluated
 Duties and Tasks:

The basic unit of a job is the performance of specific tasks and duties. This segment
should include frequency, duration, effort, skill, complexity, equipment, standards, etc.
An ideal job Environment:

analysis This segment identifies the working environment of a particular job. This may have a
significant impact on the physical requirements to be able to perform a job.
should Tools and Equipment:

include Some duties and tasks are performed using specific equipment and tools. These items
need to be specified in a Job Analysis.
Relationships:

The hierarchy of the organization must be clearly laid out. The employees should
know who is under them and who they have to report to.
Requirements:

The knowledge, skills, and abilities required to perform the job should be clearly
The following
are the benefits
of job analysis.
Organizational structure and design :-

Job analysis helps the organization to make suitable changes in the

organizational structure, so that it matches the needs and
requirements of the organization. Duties are either added or deleted
from the job.

Recruitment and selection :-

Job analysis provides information about what the job entails and
what human characteristics are required to perform these activities.
This information, in the form of job descriptions and specifications,
helps management decide what sort of people to recruit and hire.
Performance appraisal and training/development :-

Based on the job requirements identified in the job analysis, the company
decides a training program. Training is given in those areas which will help to
improve the performance on the job. Similarly when appraisal is conducted we
check whether the employee is able to work in a manner in which we require
him to do the job.

Job evaluation :-

Job evaluation refers to studying in detail the job performance by all individual.
The difficulty levels, skills required and on that basis the salary is fixed.
Information regarding qualities required, skilled levels, difficulty levels are
obtained from job analysis.
 When we give a promotion to an employee we
need to promote him on the basis of the skill and
talent required for the future job. Similarly when
we transfer an employee to another branch the
Promotions and transfer :- job must be very similar to what he has done
before. To take these decisions we collect
information from job analysis.

Many companies have not taken up career

planning for their employees. This is done to
Career path planning :- prevent the employee from leaving the company.
When we plan the future career of the employee,
information will be collected from job analysis.
Hence job analysis becomes important or
advantageous.
Labour relations :-

When companies plan to add extra duties or delete certain duties from a job, they require the help of job analysis, when this activity is
systematically done using job analysis the number of problems with union members reduce and labour relations will improve.

Health and safety :-

Most companies prepare their own health and safety, plans and programs based on job analysis. From the job analysis company identifies
the risk factor on the job and based on the risk factor safety equipments are provided.

Acceptance of job offer :-

When a person is given an offer/appointment letter the duties to be performed by him are clearly mentioned in it, this information is
collected from job analysis, which is why job analysis becomes important.
Thanks 