1. Job Analysis Job Analysis is a systematic exploration of the activities within a job. It defines and documents the duties, responsibilities and accountabilities of a job and the conditions under which a job is performed.

7. Linking Organizational Strategy to Human Resource Planning Employment Planning and the Strategic Planning Process

8. Job Analysis

9. Relationship among Different Job Components

11. Area of Information Contents Job title and location Name of job and where it is located. Organizational relationship A brief explanation of the number of persons supervised (if applicable) and the job title(s) of the position(s) supervised. A statement concerning supervision received. Relation to other jobs Describes and outlines the coordination required by the job. Information Provided by a Job Analysis

12. Area of Information Contents Job summary Condensed explanation of the content of the job. Information concerning The content of this area varies job requirements greatly from job to job and from organization to organization. Typically it includes information on such topics as machines, tools, and materials; mental complexity and attention required; physical demands and working conditions. Information Provided by a Job Analysis

14. Contents of a Job Description A job description should be a formal, written document, usually from one to three pages long. At a minimum, it should include the following: Date written. Job Status (full-time or part-time; salary or wage). Position title. Job summary (a synopsis of the job responsibilities). Detailed list of duties and responsibilities. Supervision received (to whom the jobholder reports).

15. Job Description (Continued) Supervision exercised, if any (who reports to this employee). Principal contacts (in and outside the organization). Related meetings to be attended and reports to be filed. Competency or position requirements. Required education and experience. Career mobility (position[s] for which job holder may qualify next).

16. Job Description (Continued) Supervision exercised, if any (who reports to this employee). Principal contacts (in and outside the organization). Related meetings to be attended and reports to be filed. Competency or position requirements. Required education and experience. Career mobility (position[s] for which job holder may qualify next).

18. Job Analysis in Perspective

19. Typical Areas Covered in a Job Analysis Questionnaire

20. Stages in the Job Analysis Process

26. 5. Developing a job specification: This step involves conversion of the job description statements into a job specification. Job specification or job requirements describes the personnel qualities, traits, skills, knowledge and background necessary for getting the job done. 6. Developing employee specification: This final step involves conversion of specification of human qualities under job specification into an employee specification. Employee specification describes physical qualifications, educational qualifications, experience requirements etc., which specify that the candidate with these qualities possess the minimum human qualities listed in the job specification.

27. Job Description Job description is an important document which is basically descriptive in nature and contains a statement of job analysis. It serves to identify a job for consideration by other job analysts. It tells us what should be done, and why it should be done, and where it should be performed. The job description should indicate the scope and nature of the work including all important relationships. The job description should be clear regarding the work of the position, duties etc. (a) The kind of work, (b) the degree of complexity, © the degree of skills required, (d) the extent to which problems are standardized, (e) the extent of the worker’s responsibility for each phase of the work, and (f) the degree and type of accountability.

31. EMPLOYEE SPECIFICATIONS Age : Sex : Educational Qualifications : Experience : Physical Specifications :Height, Weight etc. Social Background : Family Background : Extra Curricular Activities : Hobbies :

33. Department or Sub- Unit Present Human Resources ADDITION Consultancy and advice Permanent total Permanent partial Temporary partial Temporary total Forecasting of Changes in Manpower Supply Retirement Consultancy or advice Deputations out lay off Absenteeism (temporary loss) Loss of values, aptitudes etc. due to change in the attitude of existing employees towards job, department and organization Loss of some skills, capability etc. due to ill health or accident Transfers out Demotions out Promotions out Retrenchment, dismissals Deaths Voluntary quits Demotions in Transfers in Promotions in New hires Deputations in Acquiring New skills knowledge, values, aptitude etc. by the existing employees LOSS Permanent total Permanent partial Temporary total Temporary partial