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    Job Analysis

    Uploaded by

    Wynnie Rondon
    Job analysis is the primary tool used by personnel managers to gather information about job roles within an organization. There are two main outcomes of job analysis: job descriptions and job specifications. A job description provides the duties, responsibilities, and requirements of a specific role, while a job specification outlines the minimum qualifications needed to perform that role. Conducting job analysis helps personnel managers with recruitment, selection, training, performance evaluation, and other human resource functions.

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    Job Analysis

    Uploaded by

    Wynnie Rondon
    98 views2 pages
    Job analysis is the primary tool used by personnel managers to gather information about job roles within an organization. There are two main outcomes of job analysis: job descriptions and job specifications. A job description provides the duties, responsibilities, and requirements of a specific role, while a job specification outlines the minimum qualifications needed to perform that role. Conducting job analysis helps personnel managers with recruitment, selection, training, performance evaluation, and other human resource functions.

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    Job analysis is the primary tool used by personnel managers to gather information about job roles within an organization. There are two main outcomes of job analysis: job descriptions and job specifications. A job description provides the duties, responsibilities, and requirements of a specific role, while a job specification outlines the minimum qualifications needed to perform that role. Conducting job analysis helps personnel managers with recruitment, selection, training, performance evaluation, and other human resource functions.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    98 views2 pages

    Job Analysis

    Uploaded by

    Wynnie Rondon
    Job analysis is the primary tool used by personnel managers to gather information about job roles within an organization. There are two main outcomes of job analysis: job descriptions and job specifications. A job description provides the duties, responsibilities, and requirements of a specific role, while a job specification outlines the minimum qualifications needed to perform that role. Conducting job analysis helps personnel managers with recruitment, selection, training, performance evaluation, and other human resource functions.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Job Analysis - Job Description and Job

    Specification
    Job analysis is primary tool in personnel management. In this method, a personnel manager
    tries to gather, synthesize and implement the information available regarding the workforce in the
    concern.

    A personnel manager has to undertake job analysis so as to put right man on right job.

    There are two outcomes of job analysis:

    1. Job description
    2. Job specification

    The information collected under job analysis is:

    1. Nature of jobs required in a concern.


    2. Nature/ size of organizational structure.
    3. Type of people required to fit that structure.
    4. The relationship of the job with other jobs in the concern.
    5. Kind of qualifications and academic background required for jobs.
    6. Provision of physical condition to support the activities of the concern. For example- separate
    cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate
    store room for store keeper.

    Advantages of Job Analysis

    1. Job analysis helps the personnel manager at the time of recruitment and selection of right man on
    right job.
    2. It helps him to understand extent and scope of training required in that field.
    3. It helps in evaluating the job in which the worth of the job has to be evaluated.
    4. In those instances where smooth work force is required in concern.
    5. When he has to avoid overlapping of authority- responsibility relationship so that distortion in
    chain of command doesn’t exist.
    6. It also helps to chalk out the compensation plans for the employees.
    7. It also helps the personnel manager to undertake performance appraisal effectively in a concern.

    A personnel manger carries analysis in two ways :

    a. Job description
    b. Job specification

    1. JOB DESCRIPTION is an organized factual statement of job contents in the form of duties and
    responsibilities of a specific job. The preparation of job description is very important before a
    vacancy is advertised. It tells in brief the nature and type of job. This type of document is
    descriptive in nature and it constitutes all those facts which are related to a job such as :
    1. Title/ Designation of job and location in the concern.
    2. The nature of duties and operations to be performed in that job.
    3. The nature of authority- responsibility relationships.
    4. Necessary qualifications that are required for job.
    5. Relationship of that job with other jobs in a concern.
    6. The provision of physical and working condition or the work environment required in
    performance of that job.

    Advantages of Job Description

    7. It helps the supervisors in assigning work to the subordinates so that he can guide and
    monitor their performances.
    8. It helps in recruitment and selection procedures.
    9. It assists in manpower planning.
    10. It is also helpful in performance appraisal.
    11. It is helpful in job evaluation in order to decide about rate of remuneration for a specific
    job.
    12. It also helps in chalking out training and development programmes.
    2. JOB SPECIFICATION is a statement which tells us minimum acceptable human qualities which
    helps to perform a job. Job specification translates the job description into human qualifications
    so that a job can be performed in a better manner. Job specification helps in hiring an appropriate
    person for an appropriate position. The contents are :
    1. Job title and designation
    2. Educational qualifications for that title
    3. Physical and other related attributes
    4. Physique and mental health
    5. Special attributes and abilities
    6. Maturity and dependability
    7. Relationship of that job with other jobs in a concern.

    Advantages of Job Specification

    8. It is helpful in preliminary screening in the selection procedure.


    9. It helps in giving due justification to each job.
    10. It also helps in designing training and development programmes.
    11. It helps the supervisors for counseling and monitoring performance of employees.
    12. It helps in job evaluation.
    13. It helps the management to take decisions regarding promotion, transfers and giving
    extra benefits to the employees.

    From the above advantages, we can justify the importance of job analysis and it’s related products.

    Both job description as well as job specification are important for personnel manager in personnel
    management function. Therefore, job analysis is considered to be the primary tool of personnel
    management.

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