The ISO 9000 family of quality management systems (QMS) is a set of standards that helps

organizations ensure they meet customers and other stakeholder needs within statutory and
regulatory requirements related to a product or service.[1] ISO 9000 deals with the fundamentals
of quality management systems,[2] including the seven quality management principles that
underlie the family of standards

ISO 9000 series Quality Management Principles

The ISO 9000 series are based on seven quality management principles (QMP)[34]
The seven quality management principles are:

 QMP 1 – Customer focus

 QMP 2 – Leadership
 QMP 3 – Engagement of people
 QMP 4 – Process approach
 QMP 5 – Improvement
 QMP 6 – Evidence-based decision making
 QMP 7 – Relationship management
ASQ QUALITY STANDARDS
Quality Management ISO 9000 ISO 9001
Auditing ISO 19011
Environmental Management ISO 14000 ISO 14001
Risk Management ISO 31011
Social Responsibility ISO 26000
Food Safety ISO 22000
ISO 26000: Guidance on social responsibility
ISO 31000: Risk management principles
ISO 19011: Auditing management systems
ISO 14001: Environmental management systems
ISO 9001: Quality management systems
Overview
Job analysis is the process of gathering and analyzing information about the content and the
human requirements of jobs, as well as, the context in which jobs are performed. This process is
used to determine placement of jobs. Under NU Values the decision-making in this area is shared
by units and Human Resources. Specific internal approval processes will be determined by the
unit's organizational leadership.

Job analysis defines the organization of jobs within a job family. It allows units to identify paths
of job progression for employees interested in improving their opportunities for career
advancement and increasing compensation.

A relative value is placed on the differing factors described in the Zone Placement Matrix. All
new and existing positions will be assigned to a job family and zone using the job analysis
process. This process is designed to place positions into families and zones based upon assigned
duties, qualifications and competencies as measured by the five criteria found in the Zone
Placement Matrix.

Organizational unit leaders are encouraged to consult with Human Resources for guidance at any
step in the job analysis process.

Methods of Job Analysis

The most general Job Analysis methods are discussed below:
1. Observation Method: In this method the job analyst observes the employees work
and records all the tasks that are performed and also those that are not performed. This
may seem to be an easy method of job analysis, but it is the most difficult one. The
main reason being that every person has a different way of observing things, which
might involve personal bias, likes and dislikes which will not give the desired results.
2. Interview Method: In this method the manpower is interviewed. The employee
under this method comes up with different ideas towards their working style,
problems faced by them and uncertainties or insecurities faced by them. It helps the
organization in knowing exactly what the employees are thinking about their jobs.
This helps in minimizing errors as not only one employee is interviewed, but everyone
in the organization is interviewed.
3. Questionnaire Method: This is another common method of Job Analysis, which
uses a questionnaire to be filled by the employees. Care should be taken while
framing questions for this, because this method also suffers from bias by the
superiors. It is always better if the staff is communicated in a better way to make them
understand that the data collected is for their own good. Here different types of
questionnaires are prepared for different grades which is also time consuming.

Methods of Job Analysis

The most general Job Analysis methods are discussed below:

1. Observation Method: In this method the job analyst observes the employees work
and records all the tasks that are performed and also those that are not performed. This
may seem to be an easy method of job analysis, but it is the most difficult one. The
main reason being that every person has a different way of observing things, which
might involve personal bias, likes and dislikes which will not give the desired results.
2. Interview Method: In this method the manpower is interviewed. The employee
under this method comes up with different ideas towards their working style,
problems faced by them and uncertainties or insecurities faced by them. It helps the
organization in knowing exactly what the employees are thinking about their jobs.
This helps in minimizing errors as not only one employee is interviewed, but everyone
in the organization is interviewed.
3. Questionnaire Method: This is another common method of Job Analysis, which
uses a questionnaire to be filled by the employees. Care should be taken while
framing questions for this, because this method also suffers from bias by the
superiors. It is always better if the staff is communicated in a better way to make them
understand that the data collected is for their own good. Here different types of
questionnaires are prepared for different grades which is also time consuming.

Writing the Job Description (1st Step)

The job description is a written statement that describes the work that is to be done and the skills,
knowledge and abilities needed to perform the work. Each job has a description identifying the
duties, qualifications, decision-making, interactions, supervision received/exercised and impact
of the position. Where necessary, the description also includes special physical or patient care
requirements. In NU Values all job descriptions are made up of the following sections, using
the Job Description System (PeopleAdmin):

1. General Information
2. Job Summary
3. Salary Considerations
4. Duties and Responsibilities
5. Zone Definition Factors
A. General Knowledge, Skills and Abilities
B. Problem Solving/Decision Making
C. Interactions
D. Nature of Supervision
E. Impact
6. Minimum Qualifications
7. Physical Requirements (Complete, as necessary.)