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Chapter
JOB ANALYSIS
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Job Analysis
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Job Analysis
Job Duties
Job Responsibilities
Job Analysis
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PM
Job Analysis
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6. How would you describe the successful completion and results of your work? 7. Job Duties Please briefly describe WHAT you do and, if possible, How you do it. Indicate those duties you consider to be most important and/or most difficult:
Cont
Job Analysis
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Job Analysis
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Job Analysis
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H u m a n R e s o u rc e P la n n i n g
J o b E v a lu a t i o n
P la c e m e n t
J o b D e s ig n a n d R e d e s ig n
T r a in i n g
P e r fo rm a n c e A p p r a is a l E m p lo y e e S a f e t y
C o u n s e llin g
Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis
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Put the worker at ease; establish rapport. Make the purpose of the interview clear. Encourage the worker to talk by using empathy creativity. Help the worker to think and talk according to the logical sequence of the duties performed. Ask the worker only one question at a time. Phrase questions carefully so that the answers will be more than just yes or no. Avoid asking leading questions. Secure specified and complete information pertaining to the work performed and the workers traits. Conduct the interview in plain, easy language. Consider the relationship of the present job to other jobs in the department. Control the time and subject matter of the interview. Be patient and considerate to the worker. Summarise the information obtained before closing the interview. Close the interview promptly.
Job Analysis
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Diary method: job incumbents asked to maintain diaries or logs of their daily job activities and record the time spent and nature of work carried out. Questionnaire method: job incumbents approached through a properly designed questionnaire and asked to provide details.
The Position Analysis Questionnaire: it is a standardised form used to collect specific information about job tasks and worker traits.
Job Analysis
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Job Analysis
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6.
Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis
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Summary Responsible for the design and administration of employee compensation programmes. Duties Conduct job analysis. Prepare job descriptions for current and projected positions. Evaluate job descriptions and act as Chairman of Job Evaluation Committee. Insure that companys compensation rates are in tune with the companys philosophy.
Cont
Job Analysis
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Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
Job Analysis
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Job Analysis
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Role Analysis
To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps:
Identifying the objectives of the department and the functions to be carried out therein Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent
The incumbent's role is clarified and expressed in writing after integrating the diverse viewpoints expressed by various role partners.
Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis
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Job Analysis