Human Resource practices

JOB ANALYSIS Click to edit Master subtitle style

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Job Analysis
Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do ajob. Job analysis is the process of collecting job related information

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Objectives/Purpose of Job Analysis

Employee selection Development of Training programs Design a workspace Compensation Review

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Process of Job analysis

Identify Task Performed

Gathering information Interview subject matter experts Observing incumbents Job participation

Write Task Statements Rate a Task Statements Determine Essential KASOs tests to Tap KASOs

Selecting 4/29/12

Types of Job analysis Information

Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements

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Outcomes of Job Analysis

The information obtained from jobanalysis is classified into three categories. Job description Job specification

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Job Description

Ajobdescriptionisawrittenstateme ntoftheduties, responsibilities,requiredqualifications andreporting relationships of a particular job. Thejobdescriptionisbasedon objective Information obtained through job analysis.

Job description acts as an important resource for describing the job to 4/29/12

Job specification

Jobspecificationsspecifythe Minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysisprocedures,jobspecificationi dentifiesthe qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job.

Job specification is an important tool in 4/29/12 the selection process as it keeps the

Example of Job Description

JOB TITLE:_____ OCCUPATIONAL CODE:________ REPORTS TO:___ SUPERVISES:___ GRADE LEVEL:____________

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Example of Job Specification

JOB TITLE EDUCATION PHYSICAL HEALTH APPEARANCE ABILITIES

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Job Evaluation
Job evaluation provides the relative value of each job intheorganization.Itisanimportanttoolt o determine compensationadministration. Ifanorganizationistohaveanequitable compensationprogram,jobsthathavesimila r demandsontermsofskills,educationando ther characteristicsshouldbeplacedinthecom mon compensation groups.
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Methods of Collecting Job Analysis Data

Observation Performing thejob. Critical incidents Interview- individual & group Panel of experts Diary method Questionnaire
Structured

Unstructured 4/29/12

Methods of collection Job description data

Diary/log books Observation Interview Questionnaire:

Structured

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Which method to use ?

Factors to be considered before choosing the method of collecting data are:

No. ofjob/employees to beconsidered. Time limit Cost factors levels ofincumbents

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Questionnaires

Unstructured format is moreuseful when:

Questions Questions The

are openended. that probing

number of incumbents is less are unclear

Roles

Structured more useful when:

The

jobs are fixed and duties extremely clear.

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Which questionnaire to use ?

An optimum combination ofstructured as well as unstructuredquestions can lead to the bestquestionnaire.A questionnaire isthe best alternative to interviewing a large number of employees. It is much more cost effective

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Thank You.
Have a nice evening !

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