Job Analysis

Job Analysis

AISHVARYA CHAUDHARY

The Basis of Job analysis ::y Job analysis, is the procedure for analysis

determining the duties & skill requirements of a job & the kind of person who should be hired for it. y Job Description, is a list of jobs duties, responsibilities, working conditions & supervisory responsibilities one product of a job analysis. y Job Specifications, is a list of jobs human requirements, ie, the requisite education, skills, personality & so on another product of a job analysis.

Job analysis

Job Description

Job Specifications

Contents of Job Analysis :Job analysis Job Descriptions

1.

Job Specifications

2.

3. 4. 5. 6. 7. 8.

Contains items such as :Job identification (job title, location, occupational code, alternative name in use, name of division, department and unit where it exists) Job summary (gives a quick capsule explanation of the contents of a job, its hazards & discomforts) Duties performed (what, how & why of a job) Relation to other jobs (how many persons may be supervised) Supervision given/taken (helps in location a job in the job hierarchy) Machines, tools, equipment (what type of tools/ equipment material is used) Material and forms used. Conditions of work-Location factory/office/inside/outside/overhead/u nderground: Time-day, night, overtime: Posture-standing, sitting etc.: Health hazards- fumes, acid exposure, dirt ,noise etc..

Human requirements for doing a job:1. Physical make-up or characteristics. 2. Psychological characteristics. 3. Education. 4. Training & experience. 5. Special skills. 6. Personal characteristics. 7. Other factors of demographic nature (gender, age, education, language, ability to read, write & speak) 8. Computer literacy & exposure to latest office equipment.

Information collected via Job Analysis ::-

y Work Activities y Human Behaviors y Machines, tools, equipment & work aids y Performance Standards y Job context y Human requirements

Uses of Job Analysis Information ::y Recruitment & y y y y y

Selection Compensation Training Performance Appraisal Discovering Unassigned Duties Legal Compliance
Recruiting & Selection decisions

Job Analysis

Job description & Job Specification

Performance Appraisal

Job evaluation-wage & salary decisions

Training Requirement

Steps in Job analysis ::1. 2.

3. 4. 5. 6.

Decide how youll use the information & collect it. Review relevant background information such as organization charts, process charts & job descriptions. Select the representative position. Actually analyze the job after the data collection. Verify the job analysis information with the worker performing & superior. Develop a job description & job specification.

Some Job Analysis Guidelines ::1. 2.

3.

4. 5.

Conducting the Job Analysis usually involves a joint efforts by a HR specialist. The worker & the workers supervisor. Job Analysis almost always requires collecting job analysis information from several people familiar with job such as job incumbents & their supervisors, using questionnaires & interviews. If there are several employees doing the same job, it is typical to collect job analysis information from several of them from different departments & then average up the result. The question & survey must be clear & understandable to the respondents. Observe & question respondents early enough in the job analysis process to catch any problems while theres still time to correct the job analysis procedure youre using.

Methods for Collecting Job Analysis Info.:Info.:Interviews, questionnaires, observations & diary/logs are the most popular methods for gathering data. 1. The Interviews, are popular methods for obtaining jobrelated information. They may range from completely unstructured to highly structures ones in which job analyst follows detailed questionnaires in asking their questions. You need to be sure the interviewee is fully understands the reason for the interviews to be viewed, rightly or wrongly, as efficiency evaluations. 2. Questionnaires, help employees fill out questionnaires to describe their job-related duties & responsibilities is another popular way to obtain job analysis information.

Methods for Collecting Job Analysis Info.:Info.:3. Direct Observation is especially useful when jobs

consist mainly of observable physical activities. 4. Participant Dairy/Logs, made by workers of every activity in which they engage along with the time each activity takes. Quantitative Job analysis Techniques :y Position analyst Questionnaire (PAQ), a questionnaire used to collect quantifiable data concerning the duties & responsibilities of various jobs. y The US Department of Labor (DOL) job analysis procedure, a standardized method by which different jobs can be quantitatively rated, classified & compared based on data, people& thins scored.

Methods for Collecting Job Analysis Info.:Info.:y Functional Job analysis, is a method for classifying jobs

similar to the DOL method, but additionally taking into account the extent to which instructions, reasoning, judgment, & mathematical & verbal ability are necessary for performing job tasks. y Internet Based Job analysis, is the online methodologies for surveys, including job analysis surveys, has increased dramatically in recent years & most companies choose to use the Internet or intranet to collect this type of data. y A final Point: Use Multiple Sources to Collect the Point: Data as some firms use a single approach, like having the Job Analyst do interviews with current job incumbents while study suggests that just one source is not wise as it has potential drawbacks.

Writing Job Descriptions & Specifications ::Employer almost always uses the job analysis to produce a job description. There is no standards format for writing a job description, it covers the following :1. Job identification 2. Job summary 3. Responsibilities & duties 4. Authority of incumbent 5. Standards of performance 6. Working conditions 7. Job specifications The Job Specification takes the job description & answers, What kind of person to recruit & for what qualities that person should be tested. 1. Specifications for Trained Versus Untrained Personnel 2. Specifications Based on Judgment 3. Use Common Sense 4. Job specification Based on Statistical analysis (Using O*NET)

Using O*NET ::http://online.onetcenter.org/

1. Decide on a plan 2. Develop an Organization Chart 3. Use a Job Analysis / Description

Questionnaire 4. Obtain List of Job Duties from O*NET 5. Compile the Jobs Human Requirements from O*NET 6. Complete Your Job Description

Job Analysis in a Jobless World:World:y Job enlargement, Assigning workers Additional

same-level activities, thus increasing the number of activities they perform. y Job rotation, Systematically moving workers from one job to another to enhance work team performance and/or to broaden his or her experience & identify strong & weak points to prepare the person for an enhances role with the company. y Job Enrichment, Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth & recognition.

Why Managers AreDejobbingTheir companies: AreDejobbingTheir

y Dejobing, Broadening the responsibilities of the Dejobing,

companys jobs, & encouraging employees not to limit themselves to whats on their job descriptions.


Flatter Organizations

 

Self-Managed Teams Reengineering

Competency-Based Job analysis :Competency:y What are competencies? y 3 reasons to use Competency Analysis y Egs of Competencies y Comparing Traditional Versus Competency-Based Job

Analysis y How to write Job competencies-Based Job Description.