Job Analysis

Job Analysis

Job Analysis includes examining the tasks and sequences of tasks necessary to perform the job.-The analysis looks at the areas of knowledge and skills needed by the job.

Purposes -:

1. Determining Training Needs

• Job analysis can be used in training needs assessment to identify or develop training content.

• Assessment tests to measure effectiveness of training.
• Equipment to be used in delivering the training
• Methods of training (i.e., small group, computer-based, video, classroom …)

2. Compensation

• Job analysis can be used in compensation to identify or determine skill levels

• Cornpensable job factors
• Work environment (e.g., hazards, attention, physical effort due to weather
• I conditions/school layout etc.)
• Responsibilities (e.g., fiscal, supervisory, academic, pastoral care, tutorials,etc.)

• Required level of education (indirectly related to salary level)

3. Selection Procedures

• Job analysis can be used in selection procedures to identify or develop:
• Job duties that should be included in advertisements of vacant positions
• Appropriate salary level for the position to help determine what salary should
• Be offered to a candidate
• Minimum requirements (education and/or experience) for screening applicants

• Interview questions

What Aspects of a Job are Analyzed?

1. Duties and tasks -: Basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include frequency, duration, effort, skill, complexity, equipment, performance standards, etc.

2. School environment and resource issues -: work environment may include size of the classroom, light and ventilation, unpleasant conditions such as offensive odours and temperature extremes, location of the school etc.

3. Tools and equipment -: Equipment may include protective clothing as for instance, in a chemistry laboratory. These items need to be specified in a job analysis.

4. Relationships would include supervision given and received and relationships with internal or external people.

5. Requirements -: While an incumbent may have higher KSA’s than those required for the job, a job analysis typically only states the minimum requirements to perform the job.

Outcome of Job Analysis

1. Organisation and integration of the whole workforce in organisational planning.

2. Recruitment, selection and placement.

3. Transfer and promotions .

4. Training programmes .

5. Wage and salary administration.

6. Settlement of grievances.

7. Improvement of working conditions.

8. Setting product standards.

9. Improvement of employee productivity through work simplification and methods improvement.

10. Optimising utility of personnel. It also helps identify job relationships for smooth functioning.

 

Job analysis is usually the term used for the complete set of duties that a person performs on the job, whereas task and skills analysis are subsets of the complete job.A job is a  collection of tasks, duties, responsibilities, which as a whole form the established assignment to an individual employee at a specific position. Job description is a formal, written explanation of a specific job, usually including the job title, tasks, relationship with other jobs, physical and mental skills required, duties, responsibilities, and working conditions; a part of the job evaluation process wherein a review of the nature of work occurs in relation to other jobs, working conditions, the degree of responsibility required, etc.

Job evaluation is most often used to arrive at a rational system of wage differentials between jobs or classes of jobs. A system wherein a hierarchy of jobs is created based on such factors as skill level, responsibility, experience level, time and effort expended, etc.

Job specification includes stipulation of desired behaviour attributes at a job viz. skills requirement, knowledge of the job, behavioural and mental attributes required on a job. Hence job specification is a description of the qualifications necessary for a job, in terms of education, experience, and personal and physical characteristics.

Job classification is cataloguing of job based on an analysis of each job’s requirements.