CHAPTER THREE
JOB ANALYSIS & HR PLANNING
What Is Job Analysis?
Organizations consist of positions that have to be staffed. The organization chart (see Figure 3-1)
connecting lines, who is
accountable to whom, who has authority for each area, and who is expected to communicate
with whom. Job analysis is the procedure through which you determine the duties of the
of the people to hire for them. Job analysis produces
information for writing job descriptions (a list of what the job entails) and job
specifications (what kind of people to hire for the job). Virtually every personnel-related action
interviewing applicants, and training and appraising employees, for instance requires knowing
what the job entails and what human traits one needs to do the job well.
The supervisor or human resources specialist normally collects one or more of the following types
of information via the job analysis:
Work activities. cleaning,
selling, teaching, or painting. This list may also include how, why, and when the worker
performs each activity.
Human behaviors. Information about human behaviors the job requires, like sensing,
communicating, lifting weights, or walking long distances.
Machines, tools, equipment, and work aids. Information regarding tools used, materials
processed, knowledge dealt with or applied (such as finance or law), and services
rendered (such as counseling or repairing).
Performance standards. (in terms of
quantity or quality levels for each job duty, for instance).
Job context. Information about such matters as physical working conditions, work
schedule, incentives, and, for instance, the number of people with whom the employee
would normally interact.
Human requirements. Information such as knowledge or skills (education, training, work
experience) and required personal attributes (aptitudes, personality, interests).
1
, Figure 3.1. Organization Chart
Uses of Job Analysis Information
As Figure 3-2 summarizes, job analysis is important because it supports just about all human
resource management activities.
The following are the benefits of job analysis.
1. Organizational structure and design:- Job analysis helps the organization to make suitable
changes in the organizational structure, so that it matches the needs and requirements of the
organization. Duties are either added or deleted from the job.
2. Recruitment and selection: -Job analysis provides information about what the job entails and
what human characteristics are required to perform these activities. This information, in the form
of job descriptions and specifications, helps management decide what sort of people to recruit
and hire.
3. Performance appraisal and training/development: - Based on the job requirements identified
in the job analysis, the company decides a training program. Training is given in those areas which
will help to improve the performance on the job. Similarly, when appraisal is conducted, we check
whether the employee is able to work in a manner in which we require him to do the job.
2
, 4. Job evaluation: - Job evaluation refers to studying in detail the job performance by all
individual. The difficulty level
5. Skills required and on that basis the salary is fixed. Information regarding qualities required,
skilled levels, difficulty levels are obtained from job analysis.
6. Promotions and transfer :- When we give a promotion to an employee we need to promote
him on the basis of the skill and talent required for the future job. Similarly when we transfer an
employee to another branch the job must be very similar to what he has done before. To take
these decisions we collect information from job analysis.
7. Career path planning :- Many companies have not taken up career planning for their
employees. This is done to prevent the employee from leaving the company. When we plan the
future career of the employee, information will be collected from job analysis. Hence job analysis
becomes important or advantageous.
8. Labour relations :- When companies plan to add extra duties or delete certain duties from a
job, they require the help of job analysis, when this activity is systematically done using job
analysis the number of problems with union members reduce and labour relations will improve.
9. Health and safety :- Most companies prepare their own health and safety, plans and programs
based on job analysis. From the job analysis company identifies the risk factor on the job and
based on the risk factor safety equipments are provided.
10. Acceptance of job offer :- When a person is given an offer/appointment letter the duties to
be performed by him are clearly mentioned in it, this information is collected from job analysis,
which is why job analysis becomes important.
3
JOB ANALYSIS & HR PLANNING
What Is Job Analysis?
Organizations consist of positions that have to be staffed. The organization chart (see Figure 3-1)
connecting lines, who is
accountable to whom, who has authority for each area, and who is expected to communicate
with whom. Job analysis is the procedure through which you determine the duties of the
of the people to hire for them. Job analysis produces
information for writing job descriptions (a list of what the job entails) and job
specifications (what kind of people to hire for the job). Virtually every personnel-related action
interviewing applicants, and training and appraising employees, for instance requires knowing
what the job entails and what human traits one needs to do the job well.
The supervisor or human resources specialist normally collects one or more of the following types
of information via the job analysis:
Work activities. cleaning,
selling, teaching, or painting. This list may also include how, why, and when the worker
performs each activity.
Human behaviors. Information about human behaviors the job requires, like sensing,
communicating, lifting weights, or walking long distances.
Machines, tools, equipment, and work aids. Information regarding tools used, materials
processed, knowledge dealt with or applied (such as finance or law), and services
rendered (such as counseling or repairing).
Performance standards. (in terms of
quantity or quality levels for each job duty, for instance).
Job context. Information about such matters as physical working conditions, work
schedule, incentives, and, for instance, the number of people with whom the employee
would normally interact.
Human requirements. Information such as knowledge or skills (education, training, work
experience) and required personal attributes (aptitudes, personality, interests).
1
, Figure 3.1. Organization Chart
Uses of Job Analysis Information
As Figure 3-2 summarizes, job analysis is important because it supports just about all human
resource management activities.
The following are the benefits of job analysis.
1. Organizational structure and design:- Job analysis helps the organization to make suitable
changes in the organizational structure, so that it matches the needs and requirements of the
organization. Duties are either added or deleted from the job.
2. Recruitment and selection: -Job analysis provides information about what the job entails and
what human characteristics are required to perform these activities. This information, in the form
of job descriptions and specifications, helps management decide what sort of people to recruit
and hire.
3. Performance appraisal and training/development: - Based on the job requirements identified
in the job analysis, the company decides a training program. Training is given in those areas which
will help to improve the performance on the job. Similarly, when appraisal is conducted, we check
whether the employee is able to work in a manner in which we require him to do the job.
2
, 4. Job evaluation: - Job evaluation refers to studying in detail the job performance by all
individual. The difficulty level
5. Skills required and on that basis the salary is fixed. Information regarding qualities required,
skilled levels, difficulty levels are obtained from job analysis.
6. Promotions and transfer :- When we give a promotion to an employee we need to promote
him on the basis of the skill and talent required for the future job. Similarly when we transfer an
employee to another branch the job must be very similar to what he has done before. To take
these decisions we collect information from job analysis.
7. Career path planning :- Many companies have not taken up career planning for their
employees. This is done to prevent the employee from leaving the company. When we plan the
future career of the employee, information will be collected from job analysis. Hence job analysis
becomes important or advantageous.
8. Labour relations :- When companies plan to add extra duties or delete certain duties from a
job, they require the help of job analysis, when this activity is systematically done using job
analysis the number of problems with union members reduce and labour relations will improve.
9. Health and safety :- Most companies prepare their own health and safety, plans and programs
based on job analysis. From the job analysis company identifies the risk factor on the job and
based on the risk factor safety equipments are provided.
10. Acceptance of job offer :- When a person is given an offer/appointment letter the duties to
be performed by him are clearly mentioned in it, this information is collected from job analysis,
which is why job analysis becomes important.
3
