1. Submitted by
STUDENT OF
DEPARTMENT OF BUSINESS ADMINISTRATION

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 Job Analysis
“Job Analysis is the process of studying and
collecting information relating to the
operations and responsibility of a specific
job”.

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Work activities.
Human behaviors.
Machines, Tools, Equipment, & Work aids.
Performance standards.
Job context.
Human requirements.

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*Products made
*Materials processed
*Knowledge
*Services

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*Working conditions
*Schedule
*Organizational
context
*Social context

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*Job-related knowledge
and skills
*Education
*Training
*Work experience
*Personal attributes
*Aptitudes
*Physical characteristics
*Personality
*Interests

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Decide how you will use the information
Review relevant information
Select representative positions
Actually analyze the job
Verify the job analysis information
Develop a job description and job specification
8

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Job
Analysis
Job
Descriptions
Job
Specifications
The process of
getting detailed
information
about jobs.

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JOB DESCRIPTION
• Job Identification
• Job summary
• Job duties and responsibilities
•Working conditions
• Machines tools and equipment's
• Social environment
• Supervision
• Related to other job.

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•Qualifications
• Experience
•Physical characteristics
•Psychological characteristics
•Social characteristics

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Observation
Diary
Job Analysis
Methods
Interview
• Individual
• Group
Questionnaire
Technical
Conference

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1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical
examination
5.Facilitates scientific selection
placement and orientation
6.Facilitates scientific promotions and
transfers

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 The process of defining how work will be performed
and what tasks will be required in a given job.
 Factors affecting job designing
 Organizational factors
 Environmental factors
 Behavioral factors

15. OBJECTIVES OF THE
ORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability

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The process of determining how much a job should
be paid, balancing two goals
 Internal Equity
 External Competitiveness

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• Ranking or job comparison
• Grading or job
classification
Non-quantitative
• Point rating
Quantitative • Factor comparison

18. *Job Ranking
The importance of order of job
is judged in terms of duties,
responsibilities and demands on
the job holder.
For example,

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 System of job evaluation by which jobs are classified and
grouped according to a series of predetermined wage
grades.
 For example,
Class I
Executives
Office Manager,
Deputy office
manager,
Departmental
supervisor.
Class II
Skilled workers
Purchasing
assistant, Cashier,
Receipts clerk.
Class III
Semiskilled
workers
Machine-operators,
Switchboard
operator.
Class IV
Semiskilled
workers
File clerks, Office
boys.

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Employee Satisfaction is Organization’s Success