Page 55 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 4. Relationships: Supervision given and received. Relationships with internal or external
people.
5. Requirements: The knowledge, skills, and abilities (KSAs) required to perform the job.
While an incumbent may have higher KSAs than those required for the job, a Job Analysis
typically only states the minimum requirements to perform the job.

Job Analysis can be classified into two broad categories: Job Description and Job Specification.

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

3.3 Job Description

Job description contains details of reporting relationships (to whom the job holder reports and
who reports to the job holder), a statement of the overall purpose of the job and the list of the
main tasks, activities or duties (whichever term is used) that the job holder has to carry out.

It is basically descriptive in nature and contains a statement of job analysis. It provides both
organizational information (location in structure, authority) and functional information (nature
of work). It defines the scope of job activities, major duties and responsibilities and major
position of the job in the organization.
Job description is different from "performance assessment". The former is concerned with
functions such as planning, coordinating and assigning responsibilities, while the latter is
concerned with quality of performance. Though job description is not assessment, it provides an
important basis for establishing assessment standards and objectives.
Job description describes the "job" and not the "job holder".

3.3.1 Uses of Job Description

1. It helps in the development of job specifications, which are useful in planning, recruitment,
and training and in hiring people with required skills.
2. It is useful in providing orientation to new employees towards their basic responsibilities
and duties.

3. It is useful in developing performance standard.
4. It can be used for job evaluation, wage and salary administration techniques.
According to Zerga, who analyzed 401 articles on job description about 30 years ago, a job
description helps us in:
1. Job grading and classification
2. Transfer and promotion
3. Adjustments of grievances

4. Defining and outlining promotional steps

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