Page 53 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes physical and psychological and prepares the ground for complex operations of increased
efficiency and better productivity.

5. Employee Training and Management Development: Job analyses provide information to
the management of training and development programmes. It helps in determining the
content and subject matter of training courses.
6. Performance Appraisal: It helps in establishing clear- cut standards which may be compared
with the actual contribution of each individual.
7. Health and Safety: It provides an opportunity for identifying hazardous conditions and
unhealthy environmental factors so that corrective measures may be taken to minimize
and avoid the possibility of accidents.

3.2.2 Steps in Job Analysis

Step 1: Collection of Background Information: The information can be reviewed from the
background information such as organization charts, which tells us how the job in question
relates to the other jobs and where they fit in an organization the structure; class specification,
which describes the general requirements of class of job to which the job under analysis belongs;
job description, which provides a starting point from which to build the revised job description.

Step 2: Selection of Representative Position to be Analysed: Since the analysis of job is time
consuming, flow representative positions should be analysed.

Step 3: Collection of Job Analysis Data: Job data on features of the job, required employee
qualifications and requirements should be collected from the employees who actually perform
a job.
Step 4: Developing a Job Description: The information collected is to be developed in the form
of a job description. This is written statement that describes the main features of the job, as well
the qualifications/activities which the job holder must possess.
Step 5: Developing a Job Specification: The last step is to convert Job Description into Job
Specifications i.e., to specifically mention what personal qualities, traits, skills and background
is necessary for getting the job done.

Notes Techniques for Job Analysis

The skills and abilities necessary for successful performance and the responsibilities
inherent in the job can be obtained through such methods or approaches:
1. Personal Observation: Direct observation is especially useful in jobs that consist
primarily of observable physical ability, like the jobs of draftsman, mechanic, spinner
or weaver. A trained observer observes a worker, recording what the worker does,
how the work is done, and how long it takes. There are two types of observation:
(a) Continuous observation involves observing a job over a given period of time.
(b) Sampling involves observing several incumbents over random, relatively
short periods of time. Observation is a simple and frequently used method of
job analysis.
Contd...

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