Page 52 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 3: Job Analysis

According to Modern View, in a fast changing environment, "jobs are nothing but rigid solutions Notes
to an elastic problem". An organisation is not a structure of unchanging jobs. It is, in fact, made
up of constantly changing activities and projects. In reality, jobs are not static. Technological
advances and competitive pressures may often force an organization to put more emphasis on
characteristics of successful performance rather than on standard job duties, tasks, etc. The same
job, moreover, might be handled differently at different times of the year. The job is what the
incumbent makes of it. Job titles also need to be designed carefully. In the modern world, the
fewer the job titles, the better. Because of certain inherent premium value, they carry lot of
meaning. If everyone has the same title with no status walls and rank divisions, then there will
be fewer territorial fights between job holders. Jobs, to be useful, ought to move in sync with
changing times. They are expected to be flexible and adaptable.
Job Analysis is the process of studying and collecting information relating to the operations and
responsibility of a specific job. The immediate products of this analysis are job description and
job specifications.
Job analysis is a systematic approach to defining the job role, description, requirements,
responsibilities, evaluation, etc. It helps in finding out required level of education, skills,
knowledge, training, etc. for the job position. It also depicts the job worth i.e., measurable
effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes
to setting up the compensation package for the job position. Job analysis is a process to identify
and determine in detail the particular job duties and requirements and the relative importance
of these duties for a given job. It is a process where judgments are made about data collected on
a job.

Did u know? Management Position Description Questionnaire (MPDQ)
MPDQ is a standardised instrument designed specifically for use in analysing managerial
jobs. The 274 item questionnaire contains 15 sections. It would take 2 ½ hours to complete
the questionnaire. In most cases the respondents are asked to state how important each
item is to the position.

3.2.1 Importance of Job Analysis

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the
business goals and strategic objectives. It forms the basis for demand-supply analysis, recruitments,
compensation management, and training need assessment and performance appraisal.
1. Organization and Manpower Planning: It is useful in organizational planning. It assesses
the human needs in the organization.
2. Recruitment and Selection: After assessing the manpower requirement in the organization,
it provides the realistic basis for recruitment, selection, training, development, placement,
transfer and promotion.

3. Wages and Salary Administration: Job analysis is used as a foundation for job evaluation,
which further helps in compensation management of the workers.

4. Job Reengineering: It can be further divided into: (a) Industrial engineering activity which
is concerned with operational analysis, motion study, work simplification, reducing unit
labour cost, establishing standard performance and communicating it with the employees.
(b) Human engineering activity which takes into consideration human capabilities, both

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