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Outcomes Of Job Analysis BBS2nd Year HRM Note

Outcomes Of Job Analysis


There are all together three outcomes of Job Analysis. They are :-
  1. Job description
  2. Job specification
  3. Job evaluation

1. Job Description : 
A job description is an organized, factual (facts based) statement of the duties and responsibilities of a specific job. It provides both organizational information and functional information's. Job analysis helps to find out the range/scope of job activities, the major responsibilities of employees and positioning of the job of job holders in the organization. It provides the workers, job analyst and supervisor with a clear vision of what the work (job) must do to meet the demand of the job. It describes 'job' not the 'job holders'.
It is the profile of the job which states the nature of job. It is written records of duties and responsibilities that a employee must perform once they are selected. 

Job Description Consists of :-
A. Job Title : It indicates the title of the job. It identifies and designate the job properly. The location gives the name of the place. The position of job description gives answer to two important questions : to what higher level job is this job accountable, and who is supervised directly.


B. Job Summary : It serves two important purpose first, it provides a short definition which is useful as additional identification information when a job title is not adequate. Second, it serves as a summary to reader. It gives reader a quite explanation of content of job.

C. Job Duties and Responsibilities : It gives a comprehensive listing of duties. It is regarded as a heart of job. It tells us what needs to be done? How it should be done? And why it should be done?

D. Relation to other jobs : It helps to locate the job in organization. It is done by indicating the job immediately below or above it in the job hierarchy.

E. Supervision : This section gives the number of person to be supervised along with their job title. 

F. Hazards : It gives us the nature of risks and their possibilities of occurrence, etc.

Uses of Job description :

  • It can be used for job evaluation, wage and salary, administrative technique.
  • It helps in the development of job specification which will be beneficial in planning the recruitment process, selection process, training process and hiring the people with required skills and ability.
  • It can also be helpful in work evaluation, basic salary of a particular job and technique of providing specific wages.

2. Job Specification : 

It is the profile of the job. It states/explain the person, who are fit for the job. It measures the person qualification/qualities. In other words, job specification is a statement of minimum acceptable human qualities necessary to perform a job properly.

Contents of Job Specification :

The information to be included in job specifications differ according to the nature of organization. Job specification are mostly based on educated guesses of supervision and human resource managers.

  • Physical Characteristics : It includes health, strength, age-range, body size, voice, weight, height, etc. It indicates weather candidate is physically stable or not.
  • Psychological Characteristics : They are also called special aptitudes. It indicates weather the candidate have the capacity to assume increased responsibility. It indicates the psychological part of the candidate.
  • Skills : Skills consists of communication, driving, report writing, using computers, etc. It helps to determine the candidates special skills which will be helpful in the job/work.
  • Experiences : Candidates having previous similar job experience are preferred instead of candidates without any job experience. Experience helps to boost up candidates profile.

3. Job Evaluation :

The process of determining the wage or salary for a particular job comparing with other jobs is known as job evaluation. Job evaluation aims at providing appropriate salary to a job after it has been analyzed clearly. Each and every jobs should be paid according to the level of their difficulty or according to their worth. A highly worth job or job requiring skilled person should be given higher salary where as a low worth job or jobs requiring low skilled person should be given lower salary.

Objectives of Job Evaluation :

The main objective of Job Evaluation is to get external and internal consistency in wage structure. Thus, inequalities in wages can be resolved.

Advantages of Job Evaluation :

  • It is sustainable to all the employees of an organization and the management team as well.
  • It helps to bring uniformity in wage structure. 
  • It helps in job classification and work simplification.

Disadvantages of Job Evaluation :

Job evaluation cannot be scientific though it claims to be so because it is based on Judgement.

Differences between Job Description and Job Specification :

1. Job Description : 
  • It is the profile of job.
  • It states the nature of job.
  • It is written records of duties and responsibilities.
  • It provides the workers, analyst and supervisor with a clear idea of what work must be done to meet the demand of job.
  • The components of job descriptions are mental functions, relationship with other physical demand. 
2. Job Specification :
  • It is the profile of person to complete the job.
  • It state the qualification, experience and skills of people.
  • It is written record of requirement sought by an individual working for a given job.
  • It specifies the individual abilities, skills and knowledge of performing those lessons.
  • The components of job specifications are physical characteristics, psychological characteristics, skills, and experience. 


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