EDA 6702

HUMAN RESOURCE DEVELOPMENT AND MANAGEMENT

JOB TRAINING AND

ANALYSIS DEVELOPMENT
STAFFING
LECTURER: PRESENTER :
DR PARWZALAM B ABDUL RAUF NURUL NADIA BINTI ARIPEN G1815230
NORWAHIDAH BINTI MOHD NASIR G1817806
WHAT IS JOB ANALYSIS ?
Job analysis is the systematic process of determining the skills,
duties and knowledge required for performing jobs in organization.

WHEN TO DO JOB ANALYSIS ?

- When organization is founded and a job analysis program is initiated for the
first time
- When new job created
- When jobs are changed significantly as a result of new technologies, method,
procedures or system.

WHY DO JOB ANALYSIS ?

Job analysis information are used to prepare JOB DESCRIPTION
and JOB SPECIFICATION document
 JOB DESCRIPTION
JOB SPECIFICATION

TASK KNOWLEDGE
RESPONSIBILITIES SKILLS
DUTIES ABILITIES

JOB DESCRIPTION JOB SPECIFICATION

Document that provides Document that outlines the
information regarding the minimum acceptable
essential tasks, duties and qualifications a person should
responsibilities of a job. posses to perform particular job
JOB DESCRIPTION
EXAMPLE
JOB SPECIFICATION
EXAMPLE
JOB ANALYSIS IN PERSPECTIVE

Knowledge
Tasks Skills
Duties Abilities
Responsibilities

• Staffing
• Training and development
• Performance appraisal
• Safety and health Edited from:
• Employee and labor Mondy & Premeaux (2014)
• Legal consideration
And Mathis & Jackson (2008)
 STAGES IN JOB ANALYSIS PROCESS
PREPARING FOR
& INTRODUCING DEVELOPING JDJS
• Identify job and • Draft JDJS
methodology • Review draft with
• Review existing job managers and
documentation employees
• Finalize job
01 • Communicate
process to
03 description and 05
manager/employee recommendations

PLANNING CONDUCTING MAINTAINING AND

• Identify objectives
of job analysis 02 • Gather job
analysis data
04 UPDATING JDJS
• Update JDJS as
• Obtain top • Review and organization changes
management compile data • Periodically review all
support jobs
JOB ANALYSIS METHOD
OBSERVATION
Enables job analysts to observe employees in their daily
routines
Extremely useful and reliable since it’s via first-hand
knowledge.

INTERVIEWING
Job analysts conduct interviews with employees to collect
information about their tasks and how they are coping with
them.

QUESTIONNAIRE
Requires employees, supervisors, and managers to fill out forms,
namely questionnaires.
Most widely used job analysis methods because it’s
inexpensive to create and easy to distribute to numerous
individuals at a faster rate.
JOB ANALYSIS METHOD
EMPLOYEE RECORDING LOGS/DIARY
Employees describe their daily work activities in a diary or log.
Extremely useful and reliable since it’s via first-hand
knowledge. Problem of employees exaggerating job
importance may have to be overcome.
Valuable understanding of highly specialized job.

COMBINATION OF METHODS
Job analysts used more than one method.
The best results are usually achieved

OTHERS METHOD
.
 G L O B A L T R A D E

TRAINING AND DEVELOPMENT

NURUL NADIA ARIFIN G 1815230
 01 A brief process of training and
development process ; Definition

TRAINING & 02 How to determine specific training

and development needs and
DEVELOPMENT objectives

03 Training Methods

Factors That influence training and

04 development & Evaluating T & D

05 Development Management
 Definition…

TRAINING Development
Activities design to provide learners Learning that goes beyond
with the knowledge and skills today’s job and has a more long
needed for their present job term focus

Organization Development Learning Organization

Firm that recognize the critical importance of

Planned and systematic attempts to change the continuous performance related T & D and
organization typically to a more behavioral takes appropriate action
environment
WHAT IS TRAINING & DEVELOPMENT ?

Training and Development is the heart of continuous effort design to

improve employee competency and organizational performance.

Training and Development is a subsystem of an organization which

emphasize on the improvement of the performance of individuals and groups.
Training is an educational process which involves the sharpening of skills,
concepts, changing of attitude and gaining more knowledge to enhance the
performance of the employees.

Tr a i n i n g &
Development
 Determine Specific Training & Development Needs
T & D needs assessment
Heart of continuous effort to improve employee
competency and organizational performance

TASK ANALYSIS
A training needs
assessment activity,
ORGANIZATIONAL which focuses on the
ANALYSIS tasks required to
Training needs achieve the firm’s
assessment activity, purposes
which focus on the
PERSON ANALYSIS
strategic mission,
goals and corporate A training need
plans, along with assessment activity
the result of that focuses on finding
strategic HR answers to question
planning analysis such as Who
need to be trained?
What kind of
knowledge
TRAINING METHODS

Q A
CASE STUDY
CLASSROOM METHOD
T & D method in which trainees are
E- Learning expected to study the information
• An online instruction using provided in the case and make
technology based method such decision based on it.
as the DVDs,company intranets,
and the internet

Q A
ROLE PLAYING
BEHAVIOUR MODELLING &
TWEETING T & D Methods in which
participants are required to respond
T & D method that permits a person
to specific problems they may
to learn by copying and replicating
encounter in their job by acting out
behaviors of others to show
the real world situation
managers how to handle various
situation
 TRAINING METHODS

01 02 03

BUSINESS ON THE JOB

TRAINING GAMES
GAMES TRAINING

Useful learning tools to aid in
the group dynamic process.
Games are a cost effective
means to encourage learner
involvement and stimulate
interest in the topic, thereby
enhancing employees'
knowledge and performance
T & D method that permits
participant to assume roles
such as president, controller
or marketing and compete
between each other by
manipulating selected factors
in a particular business
situation
An informal T & D
method that permits an
employee to learn job
task by actually
performing them
 TRAINING METHODS
The participant is asked to
establish priorities for and then
A B C D A IN BASKET handle a number of business
papers,email,text,memoranda.
TRAINING
Focus on imparting
knowledge and skills on
TEAM
B TRAINING
individual who are expected
toward meeting a common
objective

Educating team members

CROSS
C TRAINING
about other’s job so that
they may perform when the
team is absent

Colleges & Universities,

D CORPORATE
UNIVERSITIES
Community College ,Online
Higher Education ,
Metrics For Evaluating T & D

REACTION BEHAVIOUR
 Factors Influencing T & D

TOP SHORTAGE OF
MANAGEMENT SKILLED
SUPPORT WORKERS

GLOBAL
TECHNOLOGICAL COMPLEXCITY
ADVANCES
WHAT IS CAREER DEVELOPMENT ?
Formal approach used by the organization to ensure that people with the
proper qualification and experiences are available when needed

 A study said the top 20 reason employees remain with the company and
discovered that career development opportunities was one of the list

Tr a i n i n g &
Development
Why career development….?? Objectives…

EFFECTIVE SELF APPRAISAL

DEVELOPMENT OPPORTUNITIES
OF AVAILABLE NEW CAREER
TALENT PATHS

IMPROVEMENT
OF DEVELOPMENT OF
PERFORMANCE CAREER PATHS
THAT CUT ACCROS
DIVISION AND
GEOGRAPHIC
INCREASE EMPLOYEE LOCATION
LOYALTY AND MOTIVATION
T H A N K Y O U

END OF PRESENTATION