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Explain the steps in job analysis
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(1) Collection of Factual Material. Collection of the factual information relating to job is the first step in job analysis process. According to Terry "the make-up of a job, its relation to other jobs and its requirements for competent performance are essential information needed for a job evaluation." Two types of informations are collected information regarding job such as its physical environment, its social environment, financial conditions etc. and (b) information relating to qualities of persons holding the job.
(2) Developing a Job-Description—The information collected is to be developed in the form of a job description. Job description is a written statement that describes the main features of the job as well as the qualifications which the job incumbents must possess.
(3) Developing Job Specification—The next step is to convert the job description statements into job specifications. Job specification is a statement of minimum acceptable qualities of a job incumbent. It specifices the standard by which the qualities of the person are measured. Such statement is used in selecting a person matching with the job.
(4) Preparation of Report—The job analyst prepares a report mentioning the analysis of various activities on the job and the qualities of the individual to be placed on the job. The report is revised in the light of the suggestions given by the supervisor or the personnel manager.
(5) Approval—The complete report is now submitted to the top executive for approval. The office bearers of the trade unions may also be taken into confidence before approving the report. The final report should be approved by the top executive who is responsible for making final decision on the matter.
