JOB ANALYSIS

Concept of Job Analysis :

To understand Job Analysis , first we have to understand the meaning of job.Job is a discrete unit of activity and represents a composite mixture of methods , procedures and techniques.Job Analysis is the process of identification and determination of particular job duties , requirements and responsibilities.In other words , Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.ob analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans.
In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.[3]
The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.
Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis" or "work analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation."
Job analysis aims to answer questions such as: • Why does the job 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 worker do the job? • What qualifications are needed to perform the job? • What are the working conditions (such as levels of temperature, noise, offensive fumes, light) • What machinery or equipment is used in the job? • What constitutes successful performance?

Importance of Job Analysis :

➢ It establishes the similarities and dissimilarities in the work content of the jobs.

➢ It helps in establishing an internally fair and aligned job structure.

Contents Of Job Analysis :

A job analysis consists of Job Description and Job Specification –

Job Description :- It is a written narrative describing the activities performedon a job.It usually includes information on the equipment used and the working conditions under which the job is performed.

Job Specification:- It outlines the specific skills , knowledge , abilities and other physical and personal characteristics necessary to perform a job.

Processes/Procedures of Job Analysis :-

The following are the processes of Job Analysis :

1. Narrative Job Description – These are the simplest forms of Job Analysis. Under this method ,the analysts collects qualitative data from various sources. Here jobs are described in direct style using short simple descriptions.

2. Engineering Approach – This process examine the specific procedural steps or body movements used to perform a task.

3. Structured Job Analysis – This process includes the following techniques :

a) The Critical Incidents Techniques(CIT) :- It allows job analysts to identify major behaviours that correlate with effective or ineffective performance. It is well suited for developing performance appraisal systems and training content. It does not identify routine behaviours regarding a job.

b) The Department Of Labour (DOL) :- Data are obtained from written material and through observation of and interviews with incumbents and supervisors. Data are then recognized , organized and rated.

c) The Functional Job Analysis (FJA) :- It is used in many job analysis and is similar to the DOL methods , but is not particularly useful for Job Evaluation or classification unless used with other methods.This information gathered through observation and interviews is evaluated using seven scales ; namely : three worker –function scales , a worker-instruction scale , and three scales covering general education in reasoning , mathematics and language.

d) The Position Analysis Questionnaire (PAQ) :- It consists of 194 items divided into six divisions. These divisions are :

I. Information Input

II. Mental Process

III. Work Output

IV. Relationship with others

V. Job Context

VI. Other Job Charecterstics

The items of PAQ can be grouped into 32 divisional and 13 job dimensions.PAQ is typically used for several positions within the same job title.

e) The Task Inventory Procedure(TIP) :- A TIP consists of the following general steps :-

I. Determine the jobs to be included

II. Construct a list of Structures

III. Plan the survey and analysis

IV. Administer the task inventory

V. Process the Survey Data

VI. Report the Data

f) Ability Requirement Scales :- It measures abilities needed to perform jobs.Job experts are asked to rate the extent to which 52 abilities such as oral comprehension, neumerical ability and selective attention are required to perform the job.

g) Personality related Job Analysis :- It deals with the aspects of jobs that are related to individual differences in personality.

4. Managerial Job Analysis Procedures :-

a) The Management Position Description Questionnaire(MPDQ) :- It is a 208 item questionnaire that describes a manager’s job. The 208 items can be grouped into 13 catagories.

b) The Professional and Managerial Position Questionnaire (PMDQ) :-It is a three sectioned 93 item survey that examines three major areas :-

I. Job Activities

II. Personal Requirements

III. Other Informations.

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