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    Job Analysis Job Description and Job Specification

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    Vibhu Vikramaditya
    Job analysis is the process of identifying the tasks, duties, responsibilities, working conditions, and skills and qualifications required for a specific job. It involves methods like observation, interviews, questionnaires, and employee recording. The outcomes of job analysis are the job description and job specification. The job description describes the nature and tasks of the job, while the job specification outlines the minimum human qualities and qualifications required to perform the job. Job analysis is important for personnel management as it helps with recruitment and selection, training, performance evaluation, and other human resource functions.

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    Job Analysis Job Description and Job Specification

    Uploaded by

    Vibhu Vikramaditya
    552 views3 pages
    Job analysis is the process of identifying the tasks, duties, responsibilities, working conditions, and skills and qualifications required for a specific job. It involves methods like observation, interviews, questionnaires, and employee recording. The outcomes of job analysis are the job description and job specification. The job description describes the nature and tasks of the job, while the job specification outlines the minimum human qualities and qualifications required to perform the job. Job analysis is important for personnel management as it helps with recruitment and selection, training, performance evaluation, and other human resource functions.

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    Job analysis is the process of identifying the tasks, duties, responsibilities, working conditions, and skills and qualifications required for a specific job. It involves methods like observation, interviews, questionnaires, and employee recording. The outcomes of job analysis are the job description and job specification. The job description describes the nature and tasks of the job, while the job specification outlines the minimum human qualities and qualifications required to perform the job. Job analysis is important for personnel management as it helps with recruitment and 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
    552 views3 pages

    Job Analysis Job Description and Job Specification

    Uploaded by

    Vibhu Vikramaditya
    Job analysis is the process of identifying the tasks, duties, responsibilities, working conditions, and skills and qualifications required for a specific job. It involves methods like observation, interviews, questionnaires, and employee recording. The outcomes of job analysis are the job description and job specification. The job description describes the nature and tasks of the job, while the job specification outlines the minimum human qualities and qualifications required to perform the job. Job analysis is important for personnel management as it helps with recruitment and selection, training, performance evaluation, and other human resource functions.

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    of 3

    Job analysis :

    Job description / Job Specification

    JOB ANALYSIS

    Job analysis is a family of procedures to identify the content of a job in terms of activities involved and
    attributes or job requirements needed to perform the activities. Job analysis provides information of
    organizations which helps to determine which employees are best fit for specific jobs

    The study of jobs within an organization. It consists of analyzing the activities that an employee
    performs; the tools, equipment, and work aids that the employee uses; and the working conditions
    under which the activities are performed

    Methods of JOB ANALYSIS


    •Observations
    •Interviews
    •Questionnaires
    •Employee Recording

    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

    It helps the supervisors in assigning work to the subordinates so that he can guide and
    monitor their performances.

    It helps in recruitment and selection procedures.

    It assists in manpower planning.

    It is also helpful in performance appraisal.

    It is helpful in job evaluation in order to decide about rate of remuneration for a specific
    job.

    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

    It is helpful in preliminary screening in the selection procedure.

    It helps in giving due justification to each job.

    It also helps in designing training and development programmes.

    It helps the supervisors for counseling and monitoring performance of employees.

    It helps in job evaluation.

    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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