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FREE online courses on Job Analysis and Evaluation - The Process of Job Analysis

 

The major steps involved in job analysis are as follows:

 

Organizational analysis

 

First of all an overall picture of various jobs in the organization has to be obtained. This is required to find the linkages between jobs and organizational objectives, interrelationships between jobs and contribution of various jobs to the efficiency and effectiveness of the organization. The required background information for this purpose is obtained through organization charts and workflow charts.

 

Selection of representative positions to be analyzed

 

It is not possible to analyze all the jobs. A representative sample of jobs to be analyzed is decided keeping the cost and time constraints in mind.

 

Collection of job analysis data

 

This step involves the collection of data on the characteristics of the job, the required behavior and personal qualifications needed to carry out the job effectively. Several techniques are available for collecting such data. Care should be taken to use only reliable and acceptable techniques in a given situation.

 

Preparation of job description

 

This step involves describing the contents of the job in terms of functions, duties, responsibilities, operation, etc. The job holder is required to discharge the duties and responsibilities and perform the operations listed in job description.

 

Preparation of job specification

 

This step involves conversion of the job description statements into a job specification. Job specification is a written statement of personal attributes in terms of traits, skills, training, experience needed to carry out the job.

 

Job requirements keep changing with time. Technological advances may demand a new approach to handle job operations. Union agreements may give a greater say in handling certain other responsibilities. The employees' attitude might change. In the past, jobs were designed, taking the view that they would not change. There was no attempt to link changing job requirements with changing attitudes of employees toward work. It is only in late 70's many organizations realized the importance of carrying out frequent job analyses and tune the jobs in-line with the mental make-up of people who handle them – for achieving greater efficiency and higher productivity.

 

 

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