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    Chapter 3 Job Analysis

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    JahidHassan
    This document discusses job analysis, which involves determining the duties, skills, and human requirements for a particular job. It describes how job analysis information is used for recruitment, selection, compensation, performance appraisal, and training. The document also covers writing job descriptions, which list the duties, responsibilities, relationships, and standards required for a job, and job specifications, which outline the human traits and qualifications needed for a job. Finally, it discusses job enlargement, rotation, enrichment, and the recent trend of "de-jobbing" in modern organizations.

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    Chapter 3 Job Analysis

    Uploaded by

    JahidHassan
    89 views4 pages
    This document discusses job analysis, which involves determining the duties, skills, and human requirements for a particular job. It describes how job analysis information is used for recruitment, selection, compensation, performance appraisal, and training. The document also covers writing job descriptions, which list the duties, responsibilities, relationships, and standards required for a job, and job specifications, which outline the human traits and qualifications needed for a job. Finally, it discusses job enlargement, rotation, enrichment, and the recent trend of "de-jobbing" in modern organizations.

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    Human resource management, chapter-3

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    This document discusses job analysis, which involves determining the duties, skills, and human requirements for a particular job. It describes how job analysis information is used for recruitment, selection, compensation, performance appraisal, and training. The document also covers writing job descriptions, which list the duties, responsibilities, relationships, and standards required for a job, and job specifications, which outline the human traits and qualifications needed for a job. Finally, it discusses job enlargement, rotation, enrichment, and the recent trend of "de-jobbing" in modern organizations.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    89 views4 pages

    Chapter 3 Job Analysis

    Uploaded by

    JahidHassan
    This document discusses job analysis, which involves determining the duties, skills, and human requirements for a particular job. It describes how job analysis information is used for recruitment, selection, compensation, performance appraisal, and training. The document also covers writing job descriptions, which list the duties, responsibilities, relationships, and standards required for a job, and job specifications, which outline the human traits and qualifications needed for a job. Finally, it discusses job enlargement, rotation, enrichment, and the recent trend of "de-jobbing" in modern organizations.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 4

    Shahid Hossain

    MGT 351

    Chapter 3

    Job Analysis

    -Job analysis
    -Procedure for determining the duties and skill requirements
    of a job and the kind of person who should be hired for the
    job
    -Job description
    -The list of jobs duties/responsibilities/reporting
    relationship/work condition/supervisory responsibilities
    -Job duties
    -Responsibilities
    -Reporting
    -Work condition
    -Job specification
    -List of Human requirements of the job
    -Includes education/skills/personality
    -Information collected through job analysis
    -Uses of job analysis information
    -Recruitment and selection
    -Compensation
    -Helps in determining the right balance in equity theory
    -Performance appraisal
    -Job analysis sets up performance standards
    -Training
    -Ensure complete assignment of duties
    -Each job analysis pinpoints managers duties
    -Position analysis questionnaire
    -A questionnaire used to collect quantifiable data concerning
    the duties and responsibilities of a various jobs

    Shahid Hossain
    MGT 351

    -Writing job description


    -Written statement regarding
    -What the jobholder actually does
    -How he/she does it
    -Bodies of job description
    -Job identification
    -Includes info regarding the job title
    -Job identification includes these
    -Dept. of labor may ask for this job description for any
    reason and the company has be ready to produce if the
    motion is legal
    -Info from here may help in settling discrimination acts
    -Job summary
    -Briefly describes the general nature of the job
    -Only the major functions and objectives are written
    -Relationships
    -Statements that defines the jobholders relationships
    with others insiders and outsiders of the org.
    -Responsibilities and duties
    -Presents the detailed list of duties and responsibilities

    -Authority
    -Lists jobholders authority in the area of decision
    making, supervision of personnel, and budget
    -It may also list the maximum amount of money the
    jobholder can disburse

    Shahid Hossain
    MGT 351

    -Standards of performance
    -Lists the standards of performance an employee is
    expected to achieve
    -Working conditions
    -Some job description may contain the physical
    working conditions involved in the job
    -Some guidelines for job descriptions
    -Indicate scope of authority
    -Recheck
    -Make sure you have fulfilled the legal obligations and
    make sure that the jobholder will understand your tone
    and language
    -Writing job specification
    -Deals with these
    -What human traits and experience needed
    -What type of person to recruit
    -Qualities of a person that needed to be tested
    -Specifications for trained employees are much easier
    -Specifications for untrained workers (IF WE ARE TO
    TRAIN THEM) are quite difficult
    -Job specification based on judgment
    -Mainly based upon educated guess
    -Here HM managers ask themselves how many yrs of
    experience may be required
    -What level of education may be needed etc.
    -Job specification based on statistical analysis
    -Identifies relationship between human trait as height,
    intelligence etc. with job effectiveness
    -This statistical steps has five steps

    Shahid Hossain
    MGT 351

    -Job
    -Defined a set of closely related activities carried out for pay
    -It can be without pay too (volunteer work)
    -Job enlargement
    -Assigning workers additional same level activities so as to
    increase the number of activities performed
    -Job rotation
    -Job enrichment
    -Best way to motivate a worker as per Frederik Herzberg
    -Offers an employee with growth, achievement, and more
    responsibilities
    -Five ways to promote enrichment
    -Form natural work teams
    -Each person owns an identifiable body of work
    -Combine tasks
    -Establish of the clients
    -Here the worker has contact as often as possible
    with the customer of the product
    -Open feedback channel
    -De-jobbing
    -Means more and more jobs are cross functional in nature
    that it is almost difficult to put it in clear cut terms and
    conditions
    -Responsibilities lie in many areas that are cross-functional
    too
    -Recent tend in modern organizations

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