what is the difference between job analysis and job specification & what is the use of both in an organisation ? Show
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Good Morning Chandni, Job analysis helps in understanding the tasks and responsibilities associated with a job and the competency set required to perform the tasks and fulfill the responsibilities Job specification provides a complete list of competencies and qualifications required to match the job description. Savita Soni
Dear Chandini , Job analysis is consist of Job Description and job specification. The term Job specification implies minimum acceptable human qualities required for successful completion of a job viz. Age , sex, mental health, experience etc. Job analysis is the process of analysing the job with respect nature of duties, method and mechanism of carrying out the task , level of supervision & control needed , together with the minimum qualities one should have to discharge the said responsiblity assigned to him/her.
Hi Chandni Job Analyais - is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a effective job description. Job Specification - Job specifications define the characteristics of the activities associated with the job and given in the job description. They describe the skill sets and qualifications that a candidate for the job should possess. Regards Sudha
Hi Chandni, Job specification is a part of Job Analysis. Job analysis is a comlete anotomy of a job, where Job description and Job specification are its two products. Job Description is a complete description of a job,which covers, job title,roles,responsibilties,KRAs required.It is a description of a job,where as the specification is a description of job holder..What minimum qualities are required in a job holder-the qualification,experience,skill set etc.
There is actually quite a bit of difference between the two: Job analysis is a view of the work being done or needing to be done. You are analyzing the position which exists or is being created. You would look at what jobs are being done and how much time each job takes of the total. What responsibilities are involved. Whether or not supervisory duties are involved. How much is clerical or non exempt work. Is the position classified exempt or non exempt? What is the salary for the position. It is a plan and a pre requisite to write the job description. It actually gives you the information to write the job description. Basically it is a fact finding undertaking. I have a job analysis form I use for new job creations and for reevaluating current jobs. The Job specifications are what is needed to do the job. What skills are needed, what education is needed. Which job within the job needs special skills. Why are the skills needed for that specific part of the job. What education is needed to complete it and what experience is needed. What experience plus education is required. Sometimes it will be 5 years experience or a 4 year degree or something similar. This is the internal analysis of what it actually takes to get the job done broken down by specific jobs and their specific functions and what it takes to perform them. If you are knowledgeable about any fact, resource or experience related to this topic - please add your views. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone. Join To Contribute
As the contemporary world is swarming filled with colossal job opportunities and new-age careers, Human Resource Management has emerged a central field of study which aims to facilitate optimum utilization of human potential and maintain a better relationship between an employer and their employees. HRM comprises a wide range of processes emphasizing upon how a job can be done effectively and efficiently as well as focus on improving job performance and satisfaction. These process like Job Analysis and Job Design help recruiters in making central decisions pertaining to human resource management. This blog brings a comprehensive guide on the difference between job analysis and job design and their role in effective human resource management. Job Analysis and Job Design in HRMJob Analysis and Job Design are one of the important topics studied in Human Resource Management (HRM). Job Design in Human Resources Management means the process of comprehending, identifying and deciding the duties, roles, responsibilities and other specifications of a particular job profile. On the other hand, Job Analysis in HRM is mainly about determining the level of work experience, educational and professional qualifications, skills as well as expertise required for a particular job profile. About Job AnalysisThe basic aim and objective of job analysis and job design is to gather and analyze information related to a specific job profile. Job analysis plays a vital role in job placements as it assesses the characteristics required to ensure satisfactory job performance as per the workplace environment the job is designed for. During the process of job analysis, you are required to curate two main documents, i.e. job description and job specification. Goals of Job Analysis The process of job analysis is carried out by recruiters to fulfil some essential objectives and goals like
Tools of Job Analysis Some of the basic tools needed to accomplish a job analysis include:
What does Job Analysis Include?Under job description, factors like the job tasks and responsibilities, working conditions, job title, tools and equipment as well as occupational hazards are mentioned. On the other hand, job specification contains the capabilities needed for a certain profile like educational qualifications, work experience, career skills, communication skills and interpersonal skills to perform all the tasks and responsibilities effectively. Thus, while carrying out a job analysis, you will required the following details:
About Job DesignIf we talk about job analysis and job design, the latter focuses on a different process. Job Design integrates the tasks, responsibilities and duties that are quintessential for a specific job profile. It also puts together the work content and qualifications needed for a job profile according to the requirements of an organization as well as an employee. The key difference between job analysis and job design is that job analysis aims to put forward the description and specification for a job profile while job design carries out the further process of finalising the actual tasks and responsibilities the employee will be performing to actualise organisational goals. Moreover, job design has a crucial role in ensuring well-designed jobs and encouraging and boosting the morale of employees. As per Louis E.Davis, Job Design can be simply defined as “the specification of the content, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder”. Goals The objectives of job analysis and job design are also an important point of difference between these two. Here are the major goals of job design:
Apart from this, job design also ensures better quality, speed, dependability, flexibility, cost, health and safety and improves the employees’ quality of life. Why Job Analysis and Job Design is Needed?Job Analysis and Job Design simplify the hiring and recruitment process as well as training in Human Resource Management. As Job Design compiles the work profile, its details and qualifications needed for each job profile thus helping an HR Manager assess that every selected candidate meets the needs of the job profile as well as the organization. On the other hand, Job Analysis plays a crucial role in the preparation of job description and job specification. Thus, this way, both Job Analysis and Job Design are essential to underline the job profile, roles, responsibilities, qualifications and other specifications needed for the job. Now that you are well-familiarized with these two concepts, let’s take a look at the key differences between job analysis and job design. Job Analysis and Job Design PPTFAQs
What is job analysis and job design? Both jobs analysis and job design are different things. Analysis of job includes the tasks, duties, qualifications, skills, knowledge and responsibilities that are a part of a particular job. Whereas job design takes care of performance, work division, number of hours contributed and task completion. Why job analysis and job design is needed? Both of these procedures evaluate the compatibility of a job seeker based on various components. It further gives a list of courses / training that are be done to pursue a particular job. What are the types of job design? There are 4 main types of job designs, have a look at them: 1. Job rotation2. Job enlargement3. Job enrichment 4. Job simplification What is the purpose of job design? Job design focuses on optimising the work process, embedding the right values and improve the productivity of an employee. This is further done by clarifying goals and procedures, elements of jobs, listing down the responsibilities and making a suitable system for conducting tasks! Hope this blog has helped you gain a comprehensive understanding of job analysis and job design. Aiming to pursue your career in Human Resource Management? Our Leverage Edu experts are here to assist you in choosing a suitable course and university that can equip you with the necessary knowledge, skills and exposure to build a rewarding career in this emerging field of study! Book an e-meeting with us today!
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