Professional Documents
Culture Documents
JOB Analysis
JOB Analysis
Job Analysis
The process of determining , by observation and study and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge , ability and responsibilities required by the worker to perform a certain job.
Job Analysis
Job analysis the analysis of subdivided work in the organization, both at the level of the individual job and and for the entire flow of the production process.
Concepts
Job- A grouping of related duties, tasks and behaviours performed by one or more individuals. Positions- It refers to the number of individuals who are performing the duties , tasks & behaviour required by a specific job.
JOB ANALYSIS
The chronological steps to effective work analysis1. What are the required outcomes /measures for assessing strategy execution(eg: customer requirements) 2. What are necessary , critical and essential steps , behaviour required to meet or exceed the requirement. what are the relative importance ,
Job Analysis
what to serve
Job Analysis
Job description -An organised , factual statement of the duties and responsibilities of a specific job. Job specification-A statement of the minimum acceptable human qualities necessary to perform a job properly.
Job Analysis
Job description-Contents of JD Job title Location of the job Supervision given and received Material , machinery, tools used in the job Designation of immediate super ordinates. Salary level and perks Complete list of duties to be performed Definition of unusual terms Conditions of work T& D facilities Promotional chances and growth
Job Analysis
Job specification-Contents of JS Job Grade Job Title Age , gender, Educational qualification Training received Experience Physical specification Social specification Hobbies , interest & co-curricular activities
Concurrent
Sequential
Basis for this : 1. Criticality of the job 2. Availability of job analyst 3. Availability of external performance benchmarks
4.Define and formalize new methods and performance standards for the job
Any changes are required in the machinery, materials, behavioural sequencing Any task or duties to be deleted or added Any changes in knowledge , skill or abilities are required Rationale for proposing changes
Techniques of JA
Critical Incidents Technique Behaviourally Anchored Rating Scales (BARS) Position Analysis Questionnaire (PAQ) Functional Job Analysis (FJA) The Hay system Competency based approach