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Job Analysis

Job Analysis

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Published by punjtanya

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Published by: punjtanya on Nov 16, 2010
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WHAT IS JOB ANALYSIS ??  The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it .

tools.equipments and work aids Performance standards Job context Human requirements .Its Nature        Supervisor or HR normally collects one or more of the following types of information via job analysis: Work activities Human behaviors Machines.

Job analysis Job description and Job specification Recruiting and Selection decisions Performance appraisal Job evaluationcompensation Training requirements .

Its uses  RECRUITMENT AND SELECTION : it provides information in the form of job description and specification. its appropriate class. decide what sort of people to recruit and hire. COMPENSATION : job analysis provides the information to determine the relative worth of each job and thus. . helps management.

the training that the job requires. EEO COMPLIANCE : job analysis also plays a big role in EEO COMPLIANCE.Contd«. . US federal agencies stipulate that job analysis is a crucial step in validating all major personnel activities. DISCOVERING UNASSIGNED DUTIES : job analysis can also help reveal unassigned duties . TRAINING : job description should show the activities and skills and therefore.  PERFORMANCE APPRAISAL : managers use job analysis to determine the jobs specific activities and performance standards.

(iii) Other techniques like position analysis questionnaire. .STEPS IN JOB ANALYSIS  There are six steps in doing a job analysis: STEP 1: (i) Decide how you will use the information which depends upon data u collect and how you collect them . (ii) Some data collection techniques like interviewing the employee and asking what the job entails.

process charts. Organization charts show the organization wide divison of work . and job descriptions.process charts provides a more detailed picture of work flow .Step 2:   Review relevant background information such as organization charts.

Step :3  Select representative positions because there may be too many similar jobs to analyze Step: 4 actually analyze the job by collecting the data on job activities . working conditions and human traits needed to perform the job . required employee behaviors.

These are two tangible products of the job analysis  . It also help gain the employee¶s acceptance of the job analysis data and conclusions by giving that person a chance to review and modify your description of the job activities Step:6 Develop a job description and job specification.Step:5  Verify the job analysis information with the worker performing the job with his/her immediate supervisor .

Methods of collecting information  Interview : managers uses three types of interviews to collect job analysis data .they are as follows indivisual interviews ie with each employee group interviews ie with employee of each group having the same job supervisor interviews ie with one or more supervisors who know the job .


It provides an opportunity to explain the need for and functions of job analysis .Interviews ± pros and cons Pros : . It¶s relatively simple and quick way to collect information including information that might never appear on written form .

Cons . Distortion of information is the main problem whether due to outright falsification or honest misunderstanding . Its often a prelude to changing job¶s pay rate . They may then tend to exaggerate certain responsibilties while minimizing others .

Review and verify data . Ask the worker to list his duties in order of importance and frequency of occurrence . Job analyst and supervisor should work together to identify the workers who know the job best . Quickly establish rapport with the employee .Interview guidelines . Follow a structured guide or checklist .

Other methods Includes  Questionnaies  Observation  Participant diary/logs .

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