Job analysis is a process to establish and document the “job relatedness” of employment procedures such as training, selection, compensation, and performance appraisal. It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Features of job analysis: Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them. The features are as follows –
Work activities: Collection of information about the job’s actual work activities, such as clearing, selling, teaching, or painting.
Human behaviors: The specialist may also collect information about human behavior like sensing, communicating, deciding, and writing.
Machine, tools, and equipment: The category includes information regarding tools used, materials processed, knowledge dealt with or applied and services rendered.
Performance standards: The employer may also want information about the job’s performance standards.
Job context: Job context includes 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.
Human requirement: This includes information regarding the job’s human requirements, such as job-related knowledge or skill and required personal attributed.
