In a labor surplus country like India jobs are very important to individual.

They help to determine the standard of living places of resident status and even one self of worth. Jobs are importance to orgaizations as they help the organization in fulfilling the objectives. Job Analysis is a formal and detailed examination of job. It is systematic investigation of the task duties and responsibilities necessary to do a job. A task is an identifiable work activity carried out for a specific purpose for example typing a letter. A duty is larger work segment consisting of several task which are related to some sequence of events that are performed by an individual for eg pick up sort out and deliver incoming mails. Job Responsibilities are obligation to perform certain tasks and duties.

Job analysis is an important personnel activity because it identifies what people do in their jobs and what do they require in job satisfactorily.
Uses of Job Analysis Good human resource s management demands of both employee and the employer a clear understanding of duties and responsibilities to be performed on the job . Human Resource Planning : JA helps in forecasting human resources requirements in terms of knowledge and skills by showing lateral and vertical relationship between jobs. It also helps in determining quality of human resources needed in organization Recruitment: JA is used to find out how and when to hire people for future job openings. Selection: Without a proper understanding of what is to be done on the job it is not possible to select the right person.

Placement & Orientation: Effective job orientation cannot be achieved without a proper understanding of the needs of each job. To teach a new employee how to handle a job we have to clearly define a job. Training: Whether or not a current or potential job holder requires additional training can be determined only after the specific needs of the jobs have been identified through job analysis. Counseling: Managers can be properly counsel employees about their careers when they understand the different jobs in the organization.

Employee safety: A thorough job analysis reveals unsafe conditions associated with a job. Performance Appraisal: By comparing what an employee is suppose to be doing based on JA to what the actually done the worth of that person can be assessed. T achieve this it is necessary to compare what individual should do Job Evaluation :JA helps in finding the relatives worth of job based on criteria such as degree of difficulty, type of work done skills and knowledge needed.

1)Organizational Analysis: First of all an overall picture of various jobs in the organization has to be obtained this is required to find the linkages between jobs and organizational objectives interrelationships between jobs and contribution of various jobs to efficiency and effectiveness of the organization 2)Selection of representative to be analyzed : It is not possible to analyze all the jobs. A representative sample of jobs to be analyzed is decided keeping the cost and time constraint in mind. 3)Collection of job analysis data: This step involves the collection of data on the characteristics of the job the required behavior and personal qualification needed to carry out the job effectively.

Preparation of job description: This step involves describing the concept of the job in terms of the function duties responsibilities operations. Preparation of job specification: This step involves conversion of the job description statements into a job specifications is a written statement of personal attribute in terms of traits skills training experience needed to carry out the job.