What is the systematic process of determining the skills, duties, and knowledge

One of the first industrial-organizational psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Refernce:http://en.wikipedia.org/wiki/Job_analysis.

The intention behind job analysis is to answer questions such as:

• • what is the need of the job to exist?

  • What physical and mental activities does the worker undertake?

  • When is the job to be performed?

  • Where is the job to be performed?

  • How does the job performed by an employee?

  • What qualities and qualifications are required to perform the job?

Job analysis is a detailed examination of

(1) tasks that make up a job (employee role),

(2) conditions under which an employee performing his/her job, and

(3) what exactly a job requires in terms of aptitudes (potential for achievement), attitudes (behavior characteristics), knowledge, skills, educational qualifications and the physical working condition of the employee.

Its objectives include

(a) to determine most effective methods for performing a job.

(b) to increase employee job satisfaction.

(c) to identify core areas for giving training to employees and to find out best methods of training.

(d) development of performance measurement systems, and

(e) to match job-specifications with employee specifications while selection of an employee.

Definitions of Job Analysis

Some important definitions of job-analysis are as under :

Harry L. Wylie. "Job analysis deals with the anatomy of the job.....This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities involved in its performance; the conditions under which performance is carried on; the nature of the task; the qualifications required in the worker; and the conditions of employment such as pay, hours, opportunities and privileges"

In the words of Dale Yoder. "A Job is a collection of duties, tasks and responsibilities which are assigned to an individual and which is different from other assignment"

According to Michael J. Jucius, "Job analysis refers to the process of studying the operations, duties and organisational aspects of jobs in order to derive specification or, as they are called by some job description"

In the words of Edwin B. Flippo, "Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job"

According to Blum, "A job analysis is an accurate study of the various components of a job. It is concerned not only with an analysis of the duties and conditions of work, but also with the individual qualifications of the worker."

According to John A Shubin "Job analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner as to distinguish it from all others."

In the words of Scott, Clothier and Spriegel, "Job analysis is the process of critically evaluating the operations, duties and relationship of the job."

In simple words Job analysis is a formal programme which examines the tasks, duties and responsibilities contained in an individual unit of work.

1-The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization is referred to as

1. human resource planning.
2. job descriptions.
3. job analysis.
4. job specifications.

2- When is job analysis normally performed?

1. When an organization begins operations
2. When a new job is created
3. When a job is significantly changed
4. On all of these occasions

3-In a work group consisting of a supervisor, two clerks, and four stenographers, how many jobs and positions are involved?

4-A comprehensive job analysis approach that concentrates on the interactions among the work, the worker, and the work organization is referred to as

1. position analysis questionnaire
2. management position description questionnaire.
3. guidelines oriented job analysis.
4. functional job analysis.

5- A structured job analysis questionnaire that uses a checklist approach to identify job elements is referred to as

1. position analysis questionnaire.
2. management position description questionnaire.
3. guidelines oriented job analysis.
4. functional job analysis.

6- What do a group of tasks that must be performed if an organization is to achieve its goals constitute?

1. Job
2. Position
3. Job description
4. Position description

7-What are minimum acceptable qualifications that a person should possess to perform a particular job?

1. Job specification
2. Qualifications outline
3. Employee qualification guide
4. Job description

8-How are the numbers and kinds of employees the organization will need at future dates in order for the firm to realize its stated objectives determined?

1. Requirements forecast
2. Availability forecast
3. Organizational analysis
4. Job analysis

9-The approach that uses the organization's current level of employment as the starting point for determining future staffing needs is called

1. the use of predictor variables.
2. Delphi technique.
3. bottom-up approach.
4. zero- base forecasting.

10-A forecasting method that forecasts progress upward in the organization from small units to ultimately provide an aggregate forecast of employment needs is referred to as

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