The basics of Job Analysis

When the banking sector in India was opened up to competition from private players, the government owned banks like the State Bank of India (SBI) experienced intense competition from new generation banks like ICICI, Axis, and HDFC. The new private banks adopted aggressive marketing strategies including selling financial products to customers directly and working longer hours. The government controlled banks’ focus was on maintaining internal books and controls and providing branch based banking with less emphasis ion marketing and cross selling. SBI realized that if it had to compete with other banks new job descriptions would be needed.

We’ll see that analyzing jobs involves determining in detail what the job entails and what kind of people the firm should hire fir the job. We discuss several techniques finalizing jobs, and how to use the Internet and more traditional methods to draft job descriptions and job specification. Personnel planning and Recruiting we’ll turn to the method managers use to actually find the employees they need.

Job Analysis>>>

The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it

Job description>>

A list of a job’ duties, responsibilities reporting relationships working conditions and supervisory responsibilities – one product analysis

Job Specifications

A list of a job’s human requirement that is the requisite education skills personality and so on — another product of a job analysis:

Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them. Job analysis produces information used for writing Job descriptions (a list of what the job entails) and job specification (what kind of people to hire for the job)

The supervisor or human resources specialists normally collect one or more of the following types of information via the job analysis:

1) Work activities: First he or she collects in information about the job’s actual work activities, such as cleaning, selling, teaching, or painting. This list may also include how, why, and when the worker performs each activity.
2) Human behavior: The specialists may also collect information about human behavior like sensing, communicating, deciding, and writing. Included here would be information regarding job demands such as lifting weights or walking long distances.
3) Machines, tools, equipment, and work aids: This category includes information regarding tools used, materials processed, knowledge dealt with or applied (such as finance or law) and services reordered (such as counseling or repairing).
4) Performance standards: The employer may also want information about the job’s performance standards (in terms of quantity or quality levels for each job duty, for instance). Management will use these standards to appraise employees.
5) Job context: Here is information about such matters as physical working conditions work schedule and the organizational and social context – for instance the number of people with whom the employee would normally interact. Information the number of people with whom the employee would normally interact. Information regarding incentives might also be included here.
6) Human requirements: This includes information regarding the job’s human requirements, such as job related knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, physical characteristics, personality, interests).

Uses of Job Analysis Information:

Employers use Job analysis information to support several human resources management activities:

Figure: Uses of Job Analysis Information

Job Analysis >>

Job description and Job Specification >>

1) Recruiting and selection decisions
2) Performance appraisal
3) Job Evaluation –wage and salary decisions (compensation)
4) Training requirements