JOB ANALYSIS

Assignment # 1

Steps in Job Analysis

Course: Human Resource Management

Submitted by: DANISH IQBAL 01-322181-006

Submitted to: SIR Amir Khan

Program: MBA WEEKEND (2YEARS)

Dated: 21 October’ 2018

What is Job Analysis?

Job analysis is a set of procedures to identify the content of a job in terms of activities involved

and attributes or job requirements needed to perform the activities. Job analysis provides

information of organizations which helps to determine which employees are best fit for specific

jobs. Through job analysis, the analyst needs to understand what the important tasks of the job

are, how they are carried out, and the necessary human qualities needed to complete the job

successfully. It is a process to identify and determine in detail the particular job duties and

requirements and the relative importance of these duties for a given job. Job Analysis is a

process where judgments are made about data collected on a job. An important concept of Job

Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may

be collected from incumbents through interviews or questionnaires, the product of the analysis is

a description or specifications of the job, not a description of the person. The purpose of Job

Analysis is to establish and document the job relatedness of employment procedures such as

training, selection, compensation, and performance appraisal.

Steps in Doing Job Analysis

Following steps are performed in doing job analysis:

1- Decide how will you use the information:

Identify the utilization to that the knowledge is going to be place, since this may confirm the

Kind of information that is collected. Some knowledge assortment techniques like

interviewing the worker and asking what the duty entails and what his

responsibilities are sensible for writing job descriptions and choosing workers for the duty. this

may confirm the info you collect. Some knowledge assortment techniques like interviewing the

worker are sensible for writing job descriptions. Alternative techniques, just like the position

analysis form we have a tendency to describe later, offer numerical ratings for every job;

these will be wont to compare jobs for compensation functions.

2- Review relevant background information:

Review relevant background data like organization charts, method charts, and job descriptions.

Organization charts show however, the duty in question relates to different jobs and wherever it

fits within the overall organization. The chart ought to establish the title of every position and,

by means that of its interconnecting lines, show World Health Organization reports to whom and

with whom the duty incumbent is anticipated to speak.

3- Select Representative position:

This is often done once several similar jobs area unit to be analyzed and it's too long to research,

say, the roles of all assembly staff. Whether or not or not the manager decides to revamp jobs

via labor analysis, method design, some purpose choose that positions to concentrate on for the

task analysis. It is typically inessential to research the roles of 200 assembly staff once a sample

of 10 jobs can do.

4- Analyze the Job:

Analyze the duty by assembling knowledge on job activities, need worker behaviors, operating

conditions, human traits and talents required to perform the duty. In brief analyzing the duty

involves salutation participants in brief explaining the duty analysis method and

5- Verify Job Analysis Information:

The job analysis information should be verified with the worker performing the job and with his

or her immediate supervisor. This will help to confirm that the information is factually correct

and complete. This "review" step can also help gain the employee's acceptance of the job

analysis data and conclusions by giving that person a chance to review and modify your

description of his or her job activities. This will help confirm that the information is factually

correct and complete and help to gain their acceptance

6- Develop a job description and job specification:

The job description describes the activities and responsibilities of the job, as well as its important

features, such as working conditions. The job specification summarizes the personal qualities,

traits, skills, and background required for getting the job done. A job description and a job

specification are usually two concrete products of the job analysis. The job description is a,

written statement that describes the activities and responsibilities of the job, as well as important

features of the job such as working conditions and safety hazards. The job specification

summarizes the personal qualities, skills, and background required for getting the job done; it

may be either a separate document or on the same document as the job description.

Conclusion:

The importance of job Analysis in the job evaluation process is quite evident. They represent the

starter for the required action and constitute the input upon which the evaluation decisions are

based. An inaccurate evaluation of a job is often caused by errors in the basic data contained in

the Job Description. It is therefore essential to assure proper job analysis and the accurate

description of the job duties and specifications. The process of job analysis helps in identifying

the worth of specific job, utilizing the human talent in the best possible manner, eliminating

unneeded jobs and setting realistic performance measurement standards.