Once the job information has been collected, it is processed so that it can be useful to various personnel functions. Specifically, job-related data is used to prepare job description and job specification. 26
JOB ANALYSISJob Description Job description is a written statement showing job title, tasks, duties and responsibilities involved in a job. It also prescribes the working conditions, hazards, stress and relationship with other jobs. Thus, a job description contains the following information: 1. Job title, code number, and department / division. 2. Job contents in terms of activities or tasks performed. 3. Job responsibilities towards effective performance of the job. 4. Working conditions specifying specific hazards/stress. 5. Social environment prevailing at the workplace. 6. Extent of supervision given and received. 7. Relationship with other jobs-vertical, horizontal, and diagonal. Advantages of Job Description a.It helps the supervisors in assigning work to the subordinates so that he can guide and monitor their performances. b.It helps in recruitment and selection procedures. c.It assists in manpower planning. d.It is also helpful in performance appraisal. e. It is helpful in job evaluation in order to decide about rate of remuneration for a specific job. f.It also helps in chalking out training and development programmes. Job Specification Job specification summarizes the human characteristics needed for satisfactory job completion. It tries to describe the key qualifications someone needs to perform the job successfully. It spells out the important attributes of a person in terms of education, experience, skills, knowledge and abilities to perform a particular job. The job specification is a logical outgrowth of a job description. For each job description, it is desirable to have a job specification. This helps the organization to find what kinds of persons are needed to take up specific jobs. The personal attributes that 27
JOB ANALYSISare described through a job specification may be classified into three categories: a.Essential attributes: skills, knowledge and abilities a person must possess. b.Desirable attributes: qualifications a person ought to posses. c.Contra-indicators:attributes that will become a handicap to successful job performance. A job specification can be developed by talking with the current jobholders about the attributes required to do the job satisfactorily. Opinions of supervisors could also be used as additional inputs. Checking the job needs of other organizations with similar jobs will also help in developing job specifications. A Specimen Job Specification of Compensation Manager is given below: Education MBA with specialization in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology.