Job Analysis | Human Resource Management | Gyankovandar

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Job Analysis | Human Resource Management | Gyankovandar

Concept of job analysis

Job analysis is the process of determining (by observation and study), and reporting pertinent information about a specific job. It includes the identification of the tasks to be performed, the machines and equipment utilized, the materials, products or services involved, and the training, skills, knowledge, and personal traits (qualities) required of the worker.
Edwin B. Flippo: “Job analysis is the process of studying and collecting information relating to operations and responsibilities of a specific job.”
Department of labour, USA: “job analysis is the process of determining by observation and study and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks that comprise the job and of the skills, knowledge, abilities and responsibilities required of the worker for successful performance and which differentiate the job from all others.”
DeCenzo & Robbins: “A job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities, and accountabilities of a job.”
Richard I. Henderson: “job analysis involves compiling a detailed description of tasks, determining the relationships of the job to technology and to other jobs and examining the knowledge, qualifications or employment standards, accountabilities, and other incumbent requirements.”
Conclusion: simply stated, job analysis is a procedure for obtaining relevant job information. This information is recorded, basically, on two forms (pieces of paper), to make a permanent record. One is called a job description and the other is called a job specification. The actual content and format of job descriptions and specifications differ greatly from one organization to another.

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