HUMAN RESOURCE
MANAGEMENT
MIHE
Mashal Institute of Higher Education
Job Analysis
Chapter # 02
Topic-1 Introduction to job analysis
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Job analysis is the process used to collect information about
the duties, responsibilities, necessary skills, outcomes, and
work environment of a particular job. It is the all kind of
evaluation of skills, knowledge and abilities needed to
successfully perform each job in an organization
Definition:
The procedure for determining the duties and skills
requirements of a job and the kind of person who should be
hired for it.
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Topic-2 Uses of job analysis information
Recruitment and selection: Job analysis information
are use in job advertising, testing and interviewing. By
looking to the job description and specification, we can
select a right person for our job.
Compensation: job analysis information are use in
compensation. By looking to the qualification requirement
and experiences needed, we can determine the employee
compensations.
Training: job analysis information are use in assessing the
training needs, whether an employee needs training or
not because it contains job’s specific duties and required
skills.
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HRM
Uses of job analysis information
Performance appraisal: job analysis information is
used in evaluation of employees’ performances. By
comparing the employees’ actual work with the
standard work which can be get from job analysis
information.
Discovering unassigned duties: with the help of job
analysis we can identify what duties are assigned to a
specific employee and not.
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HRM
Topic-3 Methods for collecting job analysis
information
Job related information is vital for successful management
of organization. What information about the job (content
of the job) should be collected and how such information
can be obtained (methods of information collection) vary
from organization to organization depending upon the
nature of the jobs and some other factors.
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KAMRAN KHAN
MIHE
HRM
Methods for collecting job analysis information
Observation: The observation method requires the job
analyst to visit the work place and watch the contents (duties
involved) and context (environment) of a given job. This
method is very desirable to acquaint the job analyst with the
martial and equipments used, the working conditions and
hazards and to obtain a sharp visual impression of just what is
involved in the work.
Interview: Many organizations conduct interview. It is face-toface interaction of job analyst and employees and/or their
supervisors in order to obtain all the pertinent information for
successful job analysis. Job analyst asks various questions from
both the parties (employees and supervisor) in order to
discover the facts.
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HRM
Methods for collecting job analysis information
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Questionnaire method: In the questionnaire method,
the employees are given a detailed list of questions
pertaining to their duties, the material and the tools they
use, the working conditions and their qualification etc.
They fill the questionnaire and return it to the supervisor
for verification. The supervisor is supposed to discuss any
errors in the employee’s response, make corrections, and
then transmit it to the job analyst.
Daily Diary: According to the daily diary method,
employee records his daily activities throughout a day.
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Topic-4 Writing job description
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What a job description is?
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A job description is a written statement of job’s duties,
responsibilities, reporting relationship, working conditions and
supervisory relationship.
There is no standard format for writing a job description.
However the most descriptions contain sections are:
Job identification
Job summary
Responsibilities and duties
Authority
Standard hours
Working conditions
Job specification
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KAMRAN KHAN
MIHE
HRM
Topic-5 Writing Job Specification
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What a job specification is?
A job specification is a statement of human requirements for a
job that is the required education,
experience, skills,
personality and son on.
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Writing job description
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Job enrichment and job enlargement:
The difference between job enrichment and job
enlargement is quality and quantity. Job enrichment means
improvement, or an increase with the help of upgrading
and development, whereas job enlargement means to add
more duties, and an increased workload. By job
enrichment, an employee finds satisfaction in respect to
their position and personal growth potential, whereas job
enlargement refers to having additional duties and
responsibilities in a current job description.
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Job rotation: moving workers from one job to another
to enhance his or her experience and to identify strong
and weak points.
De-jobbing: Broadening the responsibilities of the
company’s jobs, and encouraging employees not to limit
themselves to what’s on their job descriptions.
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