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Unit 3: Job Analysis

Job specifications are developed with the co-operation of the personnel department and various Notes
supervisors in the whole organization. The personnel department coordinates the writing of job
description and job specification and secures agreement on the qualifications required.
Job specification relates to:
1. Physical Characteristics: which include health, strengths, endurance, age-range, body
size, height, weight, vision, voice, poise eye, hand and foot coordination, motor
coordination and colour discrimination.
2. Psychological Characteristics: which include such qualities as manual dexterity, mechanical
aptitude, ingenuity, judgments, resourcefulness, analytical ability, mental concentration
and alertness.

3. Personal Characteristics: such as personal appearance, good and pleasing manners,
emotional stability, aggressiveness or submissiveness, extroversion or introversion,
leadership, initiative, drive, skill in dealing with others, unusual sensory qualities of
sight, smell, hearing, adaptability, conversational ability, etc.
4. Responsibilities: which include supervision of others, responsibility for production, process
and equipment, responsibility for safety of others, responsibility for generating confidence
and trust, responsibility for preventing monetary loss.

5. Other Features of Demographic Nature: which are age, sex, education, and experience and
language ability.
The items to be included in job specification vary according to the nature of an organization and
the use to which they are put. However, items like age, sex, experience, skill, education and
personality are invariably included in job specification.

Self Assessment

State whether the following statements are true or false:

5. Supervisors should not be involved in job analysis.
6. Feedback is highly discouraging.
7. Job descriptions are little more than a list of tasks.

8. Jobs are the means of accomplishing organisational objectives.
9. Job analysis is an informal examination of jobs.
10. Job analysis helps in forecasting human resource requirements.
11. Job specification tells what kind of person to recruit and for what qualities that person
should be tested.
12. Manual dexterity, mechanical aptitude, ingenuity, judgments, resourcefulness, analytical
ability, mental concentration and alertness all are examples of physical characteristics.
13. Health, strength and age-range are all belongs to psychological features.
14. Job specifications are developed with the co-operation of the personnel department and
various supervisors in the whole organization.
15. Job descriptions are the perfect reflections of the job.

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