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An Overview lesson(in Hindi)
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It is an overview lesson of this course consisting of HRM topics - Job Analysis

Saumya Singh is teaching live on Unacademy Plus

Saumya Singh
Qualified NET 2018 and 2019☆Pursuing Phd☆Follow me for courses on UGC NET☆2 years Teaching experience*

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Please make video on all international organizations and their members, aim , headquarters

  2. About Me- Graduation from Jagran College of Arts,Science and Commerce,Kanpur MBA from STEP-HBTI,Kanpur Educator at UNACADEMY since March 2018 Rate, Review and Follow me on Unacademy

  3. Saumya Singh Follow An Educator at Unacademy Postgraduate in Management Follow me for courses on UGC NET Sometimes we win, sometimes we Learn 8,569 Views in last 30 days 37,011 Lifetime Views 40 Courses 5.8k Followers 59 Following

  4. HUMAN RESOURCE MANAGEMENT I. Job analysis .Job description .Job specification 2. Job analysis process



  7. About Me Graduation from Jagran College of Arts,Science and Commerce,Kanpur MBA from STEP-HBTIKanpur Educator at UNACADEMY since March 2018 Rate, Review and Follow me on Unacademy

  8. JOB : "A job is a collection or aggregation of tasks, duties and responsi bilities which as a whole, is regarded as a regular assignment to individual employees and which is different from other assignments"

  9. JOB ANALYSIS: Job analysis refers to the process of collecting information about a job. In other words, it refers to the anatomy of the job. Job analysis is performed upon ongoing jobs only. It contains job contents.

  10. THERE ARE TWO MAJOR ASPECTS OF JOB ANALYSIS: 1. Job Description 2. Job Specification

  11. JOB DESCRIPTION: Job description is prepared on the basis of data collected through job analysis. Job description is a functional description of the contents what the job entails. It is a narration of the contents of a job.

  12. THE USAGES OF JOB SPECIFICATION INCLUDE: 1. Personnel planning 2. Performance appraisal 3. Hiring 4. Training and development 5. Job evaluation and compensation 6. Health and safety : 7. Employee discipline 8. Work scheduling 9. Career planning

  13. JOB EVALUATION: Job evaluation is a comparative process of establishing the value of different jobs in a hierarchical order. It allows one to compare jobs by using common criteria to define the relationship of one job to another. This serves as basis for grading different jobs and developing a suitable pay structure for them

  14. 2. Recruitment and Selection: Recruitment succeeds job analysis. Basically, the goal of the human resource planning is to match the right people with the right job. This is possible only after having adequate information about the jobs that need to be staffed. It is job analysis that provides job information. Thus, job analysis serves as basis for recruitment and selection of employees in the organisation.

  15. 3. Training and Development: Job analysis by providing information about what a job entails i.e., knowledge and skills required to perform a job, enables the management to design the training and development programmes to acquire these job requirements. Employee development programmes like job enlargement, job enrichment, job rotation, etc.

  16. 4. Placement and Orientation: As job analysis provides information about what skills and qualities are required to do a job, the management can gear orientation programmes towards helping the employees learn the required skills and qualities. It, thus, helps management place an employee on the job best suited to him/her.

  17. 8. Health and Safety: Job analysis helps in identifying and uncovering hazardous conditions and unhealthy environmental factors such as heat, noise, fumes, dust, etc. and, thus, facilitates management to take corrective measures to minimise and avoid the possibility of accidents causing human injury

  18. 1. Organisational Job Analysis: Job analysis begins with obtaining pertinent information about a job'. This, according to Terry is required to know the makeup of a job, its relation to other jobs, and its contribution to performance of the organisation.

  19. 3. Collection of Data for Job Analysis: In this step, job data features of the job and required qualifications of the employee are collected. Data can be collected either through questionnaire, observation or interviews. However, due care should be taken to select and use the method of data collection that is the most reliable in the given situation of the job

  20. 4. Preparing Job Description: The job information collected in the above ways is now used to prepare a job description. Job description is a written statement that describes the tasks, duties and responsibilities that need to be discharged for effective job performance.

  21. 5. Preparing Job Specification: The last step involved in job analysis is to prepare job specification on the basis of collected information. This is a written statement that specifies the personal qualities, traits, skills, qualification, aptitude etc. required to effectively perform a job.