Job Analysis What is Job Analysis • • 1. 2. 3. 4. 5. Job Analysis is the process of determining the nature of a job by collecting & organizing information relevant to the job. It contains information relating to the following five factors.: Work products or what the job seeks to accomplish Necessary worker activities or behaviors required by the job. Equipment used Factors in t6he work environment Personal characteristics required to do the job. E.g. phy. Strength, interest etc. Job Analysis Job tasks (identifiable work activity) Job Duties (larger work segment) Job Responsibilities (Obligations to perform tasks & Duties) Uses of Job Analysis • • • • • • • HRP Recruitment Selection Placement & Orientation Training Employee safety Performance Appraisals The Process of Job Analysis 1. Organizational Analysis 2. Selection of representative positions to be analyzed. 3. Collection of job Analysis Data 4. Preparation of Job Description 5. Preparation of Job Specification. Methods of Job Analysis • It divided into Four basic types. Interview techniques Job Performance Meth Direct Observation Questionnaires Job Performance • In this method , the job analyst actually performs the job. • The analyst receives first hand experience of contextual factors on the job including physical risks, social demands, emotional pressures & mental requirements. Observation Methods • Observation of work activities & worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. • Three methods of job analysis based on observation are: 1. Direct observation 2. Work methods Analysis 3. Critical incident technique Direct Observation • Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. • Everything is observed by the analyst: what the wrk env is like % any factors relevant to the job. • It has certain natural limitations: a) They can’t capture the mental aspects of jobs. b) It provides little information related to personal requirements Critical incident Technique • • a) b) c) d) It involves observation & recording of the examples of particularly effective or ineffective in terms of results produced by the behavior. The following information should be recorded : What led to the incident & the situation in which it occurred Exactly what the employee did that was particularly effective or ineffective? The perceived consequences or results of the behavior A judgment as to the degree of control an employee had over sthe results his or her behavior produced Work Methods Analysis • A sophisticated observation method, work methods analysis is used to describe manual & repetitive production jobs such as factory or assembly-line jobs.