JOB ANALYSIS

MEANING OF JOB ANALYSIS:- process of determining by observation and study the tasks which comprise the job, the methods& equipment used and the skills and attitudes required for successful performance of the job.

DEFINITION OF JOB ANALYSIS

 According to Edwin B.Flippo "Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job"

 According to Richard Henderson :-  Job analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner as to distinguish it from all others"

* Job - Consists of a group of tasks that must be performed for an organization to achieve its goals

Job- it is a group of task positions involving same duties, responsibility, knowledge skills each  job has definite title & is different from other job .

 * Duty- it means a related sequence of tasks.

* Task- it refers to distinct work activity with an identifiable beginning & end.

* Job Family- it implies a similar type of jobs

.* Position:- Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization or 

 Positions- it implies a collection of tasks & duties regularly assigned to one person

* Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization

* Job classification- it means grouping of jobs in to certain categories on some specified basis.

* Job description :- document providing information regarding tasks, duties, and responsibilities of job

* Job specification:- minimum qualifications to perform a particular job Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them

* Job evaluation- it implies determining the worth of a job to an organization by comparing it with other jobs within the organization & with job market outside.

* Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one's job; an affective reaction to one's job; and an attitude towards one's job.

*  Occupation- it implies a group of jobs which are similar as to the type of work & which contain common characteristics.

* Job redesign–job may be analyzed to simplify the process & methods involved in it. Such work simplification helps to improve productivity.

 Uses of job Analysis- 

1) Organizational design 

2) HR planning 

3) Recruitment & selection

4) Placement & orientation

5) Training & development 

6) Performance appraisal

7) Career path planning 

8) Job design

9) Job evaluation, labour relations, employee counselling, health &safety.

 Process of job Analysis- 

1) Organizational analysis

2) Organizing job analysis programme

3) Deciding the uses of job analysis information

4) Selecting representative jobs for analysis

5) Understand job design

6) Collection of data 

7) Developing a job description

8) Preparing job specifications.

Techniques of job analysis- 

1) Job performance

2) Personal observation 

3) Interview

4) Critical evidence 

5) Log records

Definition of Job Description

Edwin Flippo: "Job Description is an organized factual statement of the duties and responsibilities of a specific job. It should tell what is to be done, how it is done and why."

Job Description

- Job Title

- Job Location

- Job Summary

- Reporting to Working Conditions

- Job Duties

- Machines to be Used

- Hazards

Job Specification

 Definition of Job Specification

• Edwin Flippo: "Job Specification is a statement of minimum acceptable human qualities necessary to perform a job properly".

- Qualifications

- Experience

- Training

- Working Conditions

- Skills

- Emotional Characteristics

- Sensory Demands

Job Design

• Definition: The process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks.

Benefits of job design 

Increased Job satisfaction

Reduced job Fatigue

Improve the Quality of work

Provide meaning to work

Provide challenging work

 Methods of Job design- 

1)Job rotation

2)Job enlargement

3)Job enrichment

- Job Rotation -

Job rotation is a technique where an employee is shifted from one job to another within the organization.

Advantages

1. Decreases monotony and boredom.

2. Helps employers to find best employee.

3. Helps an employee to increase his abilities.

4. The management gets to know more about the employee.

5. It improves the self respect & personal worth of employee.

6. Makes employees more flexible.

Disadvantages

1. Employees feel frustrated.

2. It has a limited impact on the organizational productivity.

3. Costs may increase and productivity may decrease.

4. Employees may feel demotivated.

 Job enlargement- 

Job enlargement means giving workers more work of the same type, thus increasing the no. of activities they perform.

Ex- A carpenter who makes chairs, will now also make tables.So, job enlargement involves horizontal expansion of the job, not vertical

 Job enrichment- 

Increasing the depth of a job by expanding authority and responsibility for planning, doing and controlling the job is job enrichment 

It is based on the assumption that in order to motivate employees the job itself must provide opportunities for achievement, recognition, responsibility, advancement & growth. It involves vertical loading of job and quality of jobs are improved.


Importance of Job Enrichment

Individual development

Work freedom

Improved performance

Job satisfaction

Effective utilization of resources

Benefits of Job Enrichment

Job Satisfaction

Eliminates Monotony

Enhances Skills

Better Decision-Making

Decreases Workload of Superiors

DIFFERENCE BETWEEN JOB ENLARGEMENT AND JOB ENRICHMENT