Job Analysis – Methods Listed by Railway Labour Tribunal
D. O. No.E(LL) 73HER/33 Pt. A. II, dated 28.06.1974
Sub: Mechanics of Job analysis.
1. In this communication, I am referring to certain important aspects concerning job analyses, which are based on the observations made by the Railway Labour Tribunal, 1969.
2. The Railway Labour Tribunal, 1969 has listed the following four methods of job-analysis:-
(a) Rough assessment method;
(b) Representative method;
(c) Method of issuance of certificate by executive officer; and
(d) Factual job analysis
While the first three methods have the advantage of quickness, particularly when the requirement is to obtain temporary results, the last method is preferred by the Tribunal as the most suitable. The Tribunal does not rule out the employment of other three methods particularly when there is a huge back-log of classification work pending disposal.
3. The method of factual job-analysis has been recommended by the Tribunal, when the employees concerned raise objections against the results obtained by other three methods and particularly when the job analysis results in down-gradation.
4. As to the mechanics of the job-analysis the following points may be noted:-
(i) The collection of data should be objective.
(ii) The factual job analysis should be conducted for 72 hours.
(iii) The days on which job analyses are to be carried out should be carefully chosen in order that normal workload and the normal time span in which duties are performed are taken into account.
(iv) Duty list of staff carefully prepared should be consulted by the H.E.R. staff in-charge of job analyses.
(v) Past records should be consulted with a view to ensuring that the results obtained are correct.
(vi) The correctness of results obtained in the job analyses should not be vitiated by improper standardization or arbitrary and artificial reduction in periods of action.
(vii) The association of Executive Officer and Accounts Officer in the final decision making process is un-exceptionable.
(viii) The periods of action should clearly indicate those on sustained attention when a worker may not be physically active.
5. Besides the points made out, certain specific decisions have been given by the Tribunal in regard to:-
(a) Machinery for classification;
(b) Date of effect of job analysis; and
(c) Rosters.
6. On the subjects further communications will follow.
Download Railway Board letter dated 28.06.1974
Forward reference ⇒ dated 05.12.1974