Job Analysis and Job Evaluation

JOB ANALYSIS AND JOB
EVALUATION
By
Dr. Ketki Bhatti
JOB ANALYSIS
Job analysis is a systematic investigation of the
tasks, duties and responsibilities necessary to do
a job.
Job analysis is the process of collecting job
related information.
OBJECTIVES AND PURPOSE

Recruitment
HRP
Job Analysis
T&D
Selection
Performance
Appraisal
Placement
Job design
Job
evaluation
PROCESS OF JOB ANALYSIS
TYPES OF JOB ANALYSIS

INFORMATION
Work Activities
Machines, Tools, Equipmentsand Work Aids
used
Personal requirements
Job context
OUTCOMES OF JOB ANALYSIS
The information obtained from job analysis is

classified into three categories-
Job description
Job specification
Job evaluation
JOB ANALYSIS
Job Description
Job title.
Functions and duties of the
job.
Job summary.
Job location.
Machines and tools to be

used for the conduct.
Work experiment of the
job.
Risks and hazards
connected with the job.
Materials used in the job.
Job Specification
Education.
Skills.
Experience.
Physical fitness.
Special qualities
required for
performing the job.
Intelligence,
judgement and
initiative required for
performing the job.
JOB DESCRIPTION
A job description is a written statement of the duties,

responsibilities, required qualifications and reporting
relationships of a particular job.
The job description is based on the objective information
obtained through job analysis.
Job description acts as an important resource for-
Describing the job to potentialcandidates.
Guiding new hired employees in what they are

specificallyexpectedtodo.
Providing a point of comparison in appraising whether the
actual duties align with the statedduties.
JOB DESCRIPTION PROCESS

Job identification
Job summary
Job duties and responsibilities
Working conditions
Machines tools and equipments
Social environment
Supervision
Related to other jobs
SPECIMEN
Job Title
Code
Supervises
As on Date
Occupational
Job No.
Grade Level:
Functions:
____________________________________________
____________________________________________
Duties and Responsibilities

____________________________________________
____________________________________________
Job Characteristics
___________________________________________
___________________________________________
JOB SPECIFICATION
Job specifications specify the
Minimum acceptable qualifications required
by the individual to perform the task efficiently.
Based on the information obtained from the job
analysis procedures, job specification identifies
the qualifications, appropriate skills, knowledge,
and abilities and experienced required to perform
thejob.
Job specification is an important tool in the

selection process as it keeps the attention of the
selectoronthenecessaryqualificationsrequired.
POINTS TO BE KEPT IN MIND

Qualifications and experience
Physical characteristics
Psychological characteristics
Social characteristics
Other characteristics
EXAMPLE OF JOB SPECIFICATION

Job Title:
Education:
Physical Health:
__________________________________________
Appearance:
__________________________________________
Mental Abilities:
__________________________________________
Special Abilities:
__________________________________________
Previous Work Experience:
___________________________________________
Special Knowledge and Skills:
___________________________________________
IMPORTANCE
HR Planning
Personnel recruitment, selection and placement
Training and personnel development
Employee compensation
Engineering designing
Job designing
Performance measurement and rating
Health and safety measures
Career planning
JOB EVALUATION
Job evaluation provides the relative value of each
job in the organization. It is an important tool to
determine compensation administration.
If an organization is to have an equitable
compensation program, jobs that have similar
demands on terms of skills, education and other
characteristics should be placed in the common
compensation groups.
METHODS OF COLLECTING JOB

ANALYSIS DATA
Observation
Performing the job.
Critical incidents
Interview- individual & group
Panel of experts
Diary method
Questionnaire
1.
2.
Structured
Unstructured
METHODS OF COLLECTION JOB

DESCRIPTION DATA
Diary/log books
Observation
Interview
Questionnaire:
Structured
Unstructured
WHICH METHOD TO USE ?
Factors to be considered before choosing the

method of collecting data are:
No. of job/employees to be considered.
Time limit
Cost factors
Education levels of incumbents
Type of data required.
QUESTIONNAIRES
Unstructured format is more useful when:
Questions are open ended.
Questions that are probing in nature.
The number of incumbents is less.
Roles are unclear.
Structured more useful when:
The jobs are fixed and duties extremely clear.
WHICH QUESTIONNAIRE TO USE ?
An optimum combination ofstructured as well as

unstructured questions can lead to the best
questionnaire.A questionnaire is the
bestalternative to interviewing a large number
of employees. Itis much more costeffective.
JOB DESIGNING
Definition
Factors affecting job designing
Organisation factors.
Environmental factors.
Behavioural factors.
TECHNIQUES OF JOB DESIGNING

JOB ROTATION
JOB ENLARGEMENT
JOB ENRICHMENT
SELF MANAGING TEAMS
HIGH PERFORMANCE WORK DESIGN
JOB DESIGNING IS IMPORTANT TO

ACHIEVE FOLLOWING OBJECTIVES
Greater job satisfaction.
Increased performance.
Reduced absenteeism and turnover.
Greater profitability.
JOB EVALUATION
Definition Job evaluation is the evaluation or rating of jobs
to determine their position in the job hierarchy.
1.
2.
3.
4.
Principles
Rate the job not the man.
Easily explained elements of rating.
Exposure of plan to employees.
Employee participation in rating.
PROCESS
Gaining acceptance.
Selecting jobs to be evaluated.
Job analysis and description.
Job evaluation.
Assigning money value.
Periodic review.
METHODS USED
Job ranking system or Job comparison method
Grading system or Job classification method
Factor comparison method
Point ranking method

Job Analysis and Job Evaluation

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JOB ANALYSIS AND JOB

Dr. Ketki Bhatti

OBJECTIVES AND PURPOSE

PROCESS OF JOB ANALYSIS

TYPES OF JOB ANALYSIS

OUTCOMES OF JOB ANALYSIS

The information obtained from job analysis is

Machines and tools to be

A job description is a written statement of the duties,

Job description acts as an important resource for-

Describing the job to potentialcandidates.

Guiding new hired employees in what they are

JOB DESCRIPTION PROCESS

Duties and Responsibilities

Job specification is an important tool in the

POINTS TO BE KEPT IN MIND

EXAMPLE OF JOB SPECIFICATION

METHODS OF COLLECTING JOB

Performing the job.

Interview- individual & group

METHODS OF COLLECTION JOB

WHICH METHOD TO USE ?

Factors to be considered before choosing the

No. of job/employees to be considered.

Education levels of incumbents

Type of data required.

WHICH QUESTIONNAIRE TO USE ?

An optimum combination ofstructured as well as

TECHNIQUES OF JOB DESIGNING

JOB DESIGNING IS IMPORTANT TO

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