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    Job Analysis1

    Uploaded by

    Neha Gupta
    The document discusses job analysis, which involves identifying the tasks, knowledge, skills, and conditions required to perform a job. It outlines several uses of job analysis, including human resource planning, recruitment and selection, placement and orientation, training, counseling, employee safety, performance appraisal, job design and redesign, and job evaluation. The key steps in job analysis are organizational analysis, data collection, preparing job descriptions, and job specifications. Common data collection methods include job performance, observation, critical incidents, interviews, questionnaires, and positional analysis. Job descriptions outline what is done on a job, while specifications summarize the human characteristics needed.

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    Job Analysis1

    Uploaded by

    Neha Gupta
    26 views20 pages
    The document discusses job analysis, which involves identifying the tasks, knowledge, skills, and conditions required to perform a job. It outlines several uses of job analysis, including human resource planning, recruitment and selection, placement and orientation, training, counseling, employee safety, performance appraisal, job design and redesign, and job evaluation. The key steps in job analysis are organizational analysis, data collection, preparing job descriptions, and job specifications. Common data collection methods include job performance, observation, critical incidents, interviews, questionnaires, and positional analysis. Job descriptions outline what is done on a job, while specifications summarize the human characteristics needed.

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    it describes job analysis

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    The document discusses job analysis, which involves identifying the tasks, knowledge, skills, and conditions required to perform a job. It outlines several uses of job analysis, including human resource planning, recruitment and selection, placement and orientation, training, counseling, employee safety, performance appraisal, job design and redesign, and job evaluation. The key steps in job analysis are organizational analysis, data collection, preparing job descriptions, and job specifications. Common data collection methods include job performance, observation, critical incidents, interviews, questionnaires, and positional analysis. Job descriptions outline what is done on a job, while specifications summarize the human characteristics needed.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    26 views20 pages

    Job Analysis1

    Uploaded by

    Neha Gupta
    The document discusses job analysis, which involves identifying the tasks, knowledge, skills, and conditions required to perform a job. It outlines several uses of job analysis, including human resource planning, recruitment and selection, placement and orientation, training, counseling, employee safety, performance appraisal, job design and redesign, and job evaluation. The key steps in job analysis are organizational analysis, data collection, preparing job descriptions, and job specifications. Common data collection methods include job performance, observation, critical incidents, interviews, questionnaires, and positional analysis. Job descriptions outline what is done on a job, while specifications summarize the human characteristics needed.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 20

    By H.V.

    Kothari

    MEANING
    Job analysis involves identification and precisely

    identifying the required tasks, the knowledge and the skills necessary for performing them and the conditions under which they must be performed
    Richard Henderson

    USES OF JOB ANALYSIS


    HUMAN RESOURCE PLANNING Job analysis helps in forecasting human resource requirements in terms of knowledge and skills RECRUITMENT & SELECTION To select a right person, job analysis is required (it tells requirements of a job) PLACEMENT AND ORIENTATION For perfect placement and orientation as per the interests and aptitudes of people, job analysis is must. TRAINING Proper training efforts cant be made until and unless one knows what the job is and what is supposed to be done.

    USES OF JOB ANALYSIS(contd.)


    COUNSELING Counseling of employees about then careers can be done only when the managers understand the different jobs. EMPLOYEE SAFETY A thorough job analysis reveals clearly the unsafe conditions associated with a job. PERFORMANCE APPRAISAL Every organization has to pay a fair remuneration to their employees for the job done by them, job analysis helps in it. JOB DESIGN AND REDESIGN Once the jobs are understood properly, it is easy to locate weak spots and undertake remedial steps. JOB EVALUATION Job analysis helps in finding the relative worth of a job, based on various criteria.

    PROCESS OF JOB ANALYSIS


    MAJOR STEPS INVOLVED IN JOB ANALYSIS ARE: Organizational Analysis - Selection of representative collection of job Positions to be analyzed Collection of job analysis data Preparation of job description Preparation of Job specifications. Organizational Analysis consists of : 1)The role of job in relation to other jobs , 2) The class of jobs to which job belongs , and 3)detailed description of the activities and responsibilities of job.

    METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)


    JOB PERFORMANCE The job analyst himself experiences the job-in-question by PERFORMING it. PERSONAL OBSERVATION The analyst himself observes the workers doing the job, the tasks performed the pace at which activities are done, the working conditions etc. CRITICAL INCIDENTS The job holders describe several incidents based on their past experience which gives specific and behaviorally focused descriptions of work or other activities. INTERVIEW It involves asking questions from both incumbents and supervisors in either an individual or group setting

    METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)


    QUESTIONNAIRE METHODS:

    Job holders are given a properly designed questionnaire aimed at eliciting relevant job related information.
    Technical

    conference: Getting of job related information from experts usually supervisors and not incumbents. Diary Method: Keep notes on activities they perform Functional job analysis: Work functions of any job categorized under heading of data, people and things.It is 1) Employees handling data, 2) His relationship with colleagues, and 3) Kind of work that he does under these heading

    METHODS OF COLLECTING JOB ANALYSIS DATA(contd

    .)

    Positional Analysis Questionnaire:

    It describes job in terms of worker activities.194 elements are classified into important job dimensions. It allows to 1) Scientifically and quantitatively group interrelated job elements into job dimensions, 2) Jobs to be compared with each other similar jobs clustered in job families, 3) Develop Job description and job specification and conduct job evaluation

    Methods of Collecting Job Data

    METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)


    JOB DESCRIPTION A job description is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. Its contents are: Job title, job summary, job activities, working conditions and social environment.

    METHODS OF COLLECTING JOB ANALYSIS DATA(contd.)


    JOB SPECIFICATION Job specification summarizes the human characteristics needed for satisfactory job completion. Essential attributes like skills, knowledge; desirable attributes like qualifications a person must possess; contra indicators (i.e. attributes that will become a handicap to successful job performance) are described through job specification. JOB EVALUATION Job evaluation is a systematic way of determining the worth of a job in relation to other jobs in an organization. There is a difference between job analysis and job evaluation. Job Evaluation begins with Job Analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs.

    Job Description and Job Specification in Job Analysis

    12

    JOB DESIGN
    Job design is the conscious efforts to organize tasks, duties and responsibilities into one unit of work. It involves
    identification of individual tasks

    specification of methods of performing the tasks


    combination of tasks into specific jobs to be assigned

    to individuals

    13

    Job Design Factors

    14

    Comparison of Five Job Design Approaches

    15

    Contemporary Issues
    Telecommuting Alternative work patterns Technostress Task revision Skill Development

    16

    What is Competency?
    Any underlying characteristic required to perform a

    given task, activity, or role can be considered as competency. Competency may be take the following forms:
    Knowledge
    Attitude Skill

    Other characteristics of an individual


    Motives Values Self Concept

    Areas of Competencies
    Technical/ Functional: Dealing with the technology or

    know how associated with the functions, role, task. Managerial: Dealing with the aspects of organizing, plg., mobilizing resources, monitoring systems use etc. Human/ Behavioral: Personal, Interpersonal, Team related Conceptual/ Theoretical: Visualization, Model building

    Competency Mapping
    Identification of the competencies required to perform

    successfully a given job or role or a set of task at a given point of time. Break a role or job into its constituent task or activities and identify the competencies needed to perform the same.

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