Explain the Process of Job Analysis

1.      Strategies:

The strategies of the company are the basis for any organizational activity including job analysis. If the strategy implementation needs innovative skills and autonomy, they should be included in the job analysis.

According to William P. Anthony, the companies have to make four strategic choices viz.

–     The extent of employee involvement in job analysis.

–     The level of details of job analysis

–     Timing and frequency of analysis an

–     Past-oriented vs. future-oriented Job analysis.

2.      Collection of Background Information :

Background information consists of organization   charts, class specifications and existing job descriptions. Organization charts show the relation of the job with other jobs in the overall organizations. Class-specifications describe the general requirements of the class of job to which this particular job belongs. The existing job description providing gold starting point for job analysis.

3.  Selection of Representative Position to be analyzed:

It would be too difficult and too time consuming to analyze all the jobs. So, the job analyst has to select some of the representative positions in order to analyze them.

4.      Collection of Job Analysis Data:

This step involves actually analyzing a job by collecting data on features of the job, required employee behaviour and human requirements.

5.      Developing a Job Description:

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

6.      Developing a Job Specification:

This step involves conversion of the job description statements into job specification. Job specification or job requirements describe the personal qualities, traits, skills, knowledge and background necessary for getting the job done.

7.      Developing Employee Specification:

This final step involves conversion of specifications of human qualities under job specification into employee specification. Employee specification describes physical qualification, educational qualifications, experience etc, which specify that the candidate with these qualities possesses the minimum human qualities listed in the job specification.