Job analysis is the process of gathering information on all aspect of the specific job.
This has been done in all institutions and companies to see whether the right person has been placed in a particular job for a specific period of time. Job analysis is a scientific study and statement of all the facts about a job which reveals its content and the modifying which surrounds it.
The purpose of job analysis is to set standards for a specific job. Standards are specific descriptive statements of a job against which the function of an employee is looked at.

1. Provides solid base to choose the right people
2. Helps to plan right training programme for the employees
3. Reveals the inessentials, irrelevant and the obstacles
4. Shows the overlapping or duplication of work
5. Prevents faulty use of personnel
6. Provides basic material for production of work and procedure manuals
7. Helps to promote good morale among the staff
8. Helps the administrator to establish definite lines of promotion
9. Helps the administrator to deal intelligently with the complaints


Job analysis is the process of determining through observation or study the significant information about duties responsibilities and conditions of a specific job.

In analyzing any job it is customary to study the following aspects.
• Procedure to be executed
• Equipment to be use
• Subject matter to be dealt with
• Problems to be handled
• Standard performance
• Magnitude of workload
• Number and type of supervisory and reporting relationship
• Length of training required
• Working condition and hazard
• Promotional opportunities associated with successful job performance.

Job analysis and job description forms the basis of job evaluation.
Job evaluation:
It is a systematic method of appraising the work of each job in relation to all other jobs in an organization.


• To identify those factors that plays one job higher than another in a value hierarchy and to measure the number of those factors present in each job.
There are four methods by which job evaluation can be done:
1. Job ranking
2. Job specification
3. Factor comparison method
4. Point system

Job description:

It is the written account of the organizational relationship, responsibilities specific duties and work conditions of a specific job.
Job specification:
It describes the extent to which the compensable factors such as education , experience, effort, physical and mental demand existing in a particular job.

The 4 methods are:

Job ranking:

Ranking consists of arranging the jobs in hierarchy of complexity from highest to the lowest. It is used to compare each job against the other job

Job classification:

In this method job data is collected and analyzed before evaluation is begun. Select the compensable factors and decide the number of grades to be used and prepare the salary for the same.

Factor comparison method:

It is a quantitative technique in which each job is compared with the other. Here mental requirements, physical requirements, skill, responsibility and working conditions are considered.
Point system:
In this technique each job is broken down into its compensable factors and a numerical value is assigned to each factor on the basis of its relative importance In the job.


Therefore job analysis and evaluation is important for an institution or any health care unit to be successful and also for the betterment of the employees.

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