PJA

The Process of Job Analysis

The major steps involved in job analysis are as follows:

Organizational analysis: first of all an overall picture of various jobs in the organization has to be obtained. This is required to find the linkages between jobs and organizational objectives, interrelationships between jobs and contribution of various jobs to the efficiency and effectiveness of the organization. The required background information for this purpose is obtained through organization charts and workflow charts.

Selection of representative positions to be analyzed: It is not possible to analyze all the jobs. A representative sample of jobs is to be analyzed keeping the cost and time constraints in mind.

Collection of job analysis data: This step involves the collection of data on the characteristics of the job, the required behavior and personal qualification needed to carry out the job out the job effectively. Several techniques are available for collection of such data. Care should be taken to use only reliable and acceptable techniques in a given situation.

Preparation of job description: This step involves describing the contents of the job terms of functions, duties, responsibilities, operations, etc. the job holder is required to discharges the duties and responsibilities and perform the operations listed in job description.  

Preparation of job specification: This step involves conversion of the specification is a writing statement of personal attributes in terms of traits and skills, training and experience needed to carry out the job.

Conducting job evaluation: Each and every job of the organization has to be evaluated in terms of other jobs of the said organization. Job requirement keep changing with time. Technological advances may demand new approach to handle job operations. Union agreements may give workers a greater say in handling certain other responsibilities. The employees’ attitude might change. In the past jobs were designed, taking the view that they would not change. There was no attempt to link changing job requirements with changing attitudes of employees to words work. It is only in late 70%’s that many organizations realized the importance of carrying out frequent job analysis and tune the job in line with the mental make up of people who handle them for achieving greater efficiency and higher productivity.