Job Analysis
What is Job Analysis
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
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
Job Duties
(larger work
Job Responsibilities
(Obligations to
tasks & Duties)
Uses of Job Analysis
Placement & Orientation
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
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
Critical incident Technique
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
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.