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  • OB Analysis: Introduction, Importance, Methods Etc

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    Job analysis is a systematic process of collecting information about job duties, tasks, and responsibilities. It is important for recruitment, selection, training and development, performance management, and job design. The job analysis process involves selecting jobs to analyze, collecting data through methods like observation and interviews, and developing job descriptions and specifications. This information is then used for various human resource functions and outcomes like job evaluation. Questionnaires are a common method used but the structured or unstructured format depends on factors like the job and number of employees. An optimal questionnaire combines both structured and unstructured questions.

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    Job analysis is a systematic process of collecting information about job duties, tasks, and responsibilities. It is important for recruitment, selection, training and development, performance management, and job design. The job analysis process involves selecting jobs to analyze, collecting data through methods like observation and interviews, and developing job descriptions and specifications. This information is then used for various human resource functions and outcomes like job evaluation. Questionnaires are a common method used but the structured or unstructured format depends on factors like the job and number of employees. An optimal questionnaire combines both structured and unstructured questions.

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    14 views12 pages

    OB Analysis: Introduction, Importance, Methods Etc

    Uploaded by

    bharat0978
    Job analysis is a systematic process of collecting information about job duties, tasks, and responsibilities. It is important for recruitment, selection, training and development, performance management, and job design. The job analysis process involves selecting jobs to analyze, collecting data through methods like observation and interviews, and developing job descriptions and specifications. This information is then used for various human resource functions and outcomes like job evaluation. Questionnaires are a common method used but the structured or unstructured format depends on factors like the job and number of employees. An optimal questionnaire combines both structured and unstructured questions.

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    of 12

    JOB

    ANALYSIS

    Introduction, importance, methods etc.

    By: Neelakshi Tiwari Bharat Agarwal

    JOB ANALYSIS
    Job

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

    Job Tasks

    Job responsibilities

    Job Analysis

    OBJECTIVES/PURPOSE OF JOB ANALYSIS


    Recruitment

    HRP

    Selection

    T&D

    Job Analysis

    Performance appraisal

    Job design

    Placement

    Job evaluation

    PROCESS
    Organizational Analysis

    OF

    JOB ANALYSIS
    Selection of jobs to be analyzed Data collection

    Job specification

    Job description

    TYPES OF JOB ANALYSIS INFORMATION

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

    Job context

    OUTCOMES OF JOB ANALYSIS


    The

    information obtained from job analysis is classified into three categories.


    Job Job Job

    description

    specification
    evaluation

    METHODS OF COLLECTING JOB ANALYSIS DATA


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

    Structured Unstructured

    METHODS OF COLLECTION JOB


    DESCRIPTION DATA Diary/log books Observation Interview Questionnaire:

    Structured Unstructured

    WHICH METHOD

    TO USE

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


    No. of job/employees to be considered. Time limit Cost factors Education levels of incumbents Type of data required.

    QUESTIONNAIRES

    Unstructured format is more useful when:


    Questions are open ended. Questions that probing The number of incumbents is less Roles are unclear

    Structured more useful when:


    The jobs are fixed and duties extremely clear. Number of incumbents is large.

    WHICH QUESTIONNAIRE

    TO USE

    An optimum combination of structured as well as unstructured questions can lead to the best questionnaire. A questionnaire is the best alternative to interviewing a large number of employees. It is much more cost effective.

    THANK YOU.
    Have a nice day!

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