---
title: "Job analysis and scientific selection"
subject: "Organization and Management"
chapter: 7
key: "semester_7/organization_and_management:job-analysis-selection"
source: https://www.bctengineer.com/q/semester_7/organization_and_management/job-analysis-selection
site: BCT Engineering
---

# Job analysis and scientific selection

Organization and Management · Chapter 7: Personal Management

- Asked in: 2071 Chaitra, 5+3 marks
- Video: [Job Analysis: HR Basics](https://www.youtube.com/watch?v=R2LlW6OLAxA) — Leaders Talk - ThinkEduca
- Answer checked by Claude Opus 5.5 (high effort) on 2026-10-14
- Page: https://www.bctengineer.com/q/semester_7/organization_and_management/job-analysis-selection
- Whole chapter: https://www.bctengineer.com/md/semester_7/organization_and_management/chapter-7

## Question

Define the term job analysis and explain scientific selection of manpower.

## Short answer

Job analysis studies duties and requirements to produce job description and specification. Scientific selection uses objective tests, structured interviews, and merit scores (e.g., PSC method) to choose the best candidate, ensuring fairness and higher-quality hires.

## Answer

#### Job analysis
Job analysis is the systematic process of collecting and studying information about a job: its duties, responsibilities, working conditions and the skills, qualifications and experience required to perform it. Its results are:
- **Job description:** title, duties, tasks, reporting relationships, working conditions.
- **Job specification:** qualification, skills, experience and personal qualities needed.

Methods: observation, interview, questionnaire, work diary. It is the base of recruitment, selection, training, appraisal and pay.

#### Scientific selection of manpower
Scientific selection means choosing employees through a systematic, objective and validated process, instead of personal likes or influence.

**Steps**
1. **Job analysis and manpower plan** to define requirements.
2. **Application screening** against job specification.
3. **Selection tests:** aptitude, intelligence, skill/technical, personality, and psychological tests.
4. **Structured interview** with prepared questions and scoring.
5. **Reference and background verification.**
6. **Medical examination.**
7. **Final selection by a committee** based on merit scores.
8. **Appointment, placement and probation.**

**Principles:** merit-based, equal opportunity, objectivity, reliability and validity of tests, and fairness. Example: the Public Service Commission (Loksewa Aayog) in Nepal selects civil servants by written and interview tests, which is a scientific method of merit selection.

**Benefits:** better quality of employees, lower training cost and turnover, higher productivity and fairness.

## Check yourself

The answer's key points as multiple-choice questions, with the correct option and why.

1. What does a job specification state?
   A. Qualification, skills, experience and personal qualities needed
   B. Job title and duties
   C. Salary scale
   D. Working hours only
   Answer: A. Job specification lists the human qualities required; job description lists duties and conditions. (Key point: Job description vs specification)

2. Job analysis is the base of which activities?
   A. Only payroll
   B. Only marketing
   C. Recruitment, selection, training, appraisal and pay
   D. Only retirement
   Answer: C. Its results feed recruitment, selection, training, appraisal and pay. (Key point: Use of job analysis)

3. What makes selection 'scientific'?
   A. Personal likes of the manager
   B. A systematic, objective and validated process
   C. Influence of senior people
   D. Choosing the first applicant
   Answer: B. Scientific selection uses systematic, objective, validated methods instead of personal influence. (Key point: Scientific selection)

4. On what basis is the final selection made?
   A. Reference letters only
   B. Seniority of applicant
   C. Merit scores by a committee
   D. Lowest salary demand
   Answer: C. A committee decides on merit scores after tests, structured interview and checks. (Key point: Final selection)

## Related in Organization and Management

- [Recruitment and selection of manpower](https://www.bctengineer.com/question.md?key=semester_7%2Forganization_and_management%3Arecruitment-selection) — Organization and Management, chapter 7
- [Recruitment, selection and outsourcing](https://www.bctengineer.com/question.md?key=semester_7%2Forganization_and_management%3Arecruitment-outsourcing) — Organization and Management, chapter 7

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