Job Analysis

Job Analysis

AISHVARYA CHAUDHARY

Job analysis Job Description Job Specifications .The Basis of Job analysis ::y Job analysis. is a list of job¶s ³human requirements. personality & so on ± another product of a job analysis. working conditions & supervisory responsibilities ± one product of a job analysis. y Job Specifications. skills.¶ ie. is the procedure for analysis determining the duties & skill requirements of a job & the kind of person who should be hired for it. responsibilities. y Job Description. is a list of job¶s duties. the requisite education.

Special skills. 6. night. Physical make-up or characteristics. Education. department and unit where it exists) Job summary (gives a quick capsule explanation of the contents of a job. Personal characteristics. Job Specifications 2. language. 3.noise etc. Training & experience. overtime: Posture-standing. how & why of a job) Relation to other jobs (how many persons may be supervised) Supervision given/taken (helps in location a job in the job hierarchy) Machines.. Contains items such as :Job identification (job title. 8. 5. age. location. Computer literacy & exposure to latest office equipment. occupational code. tools. 5. write & speak) 8. acid exposure. . sitting etc.fumes. Other factors of demographic nature (gender. 6. dirt . 4. 3. 7. education.: Health hazards. its hazards & discomforts) Duties performed (what. 7. Psychological characteristics. 2. alternative name in use. equipment (what type of tools/ equipment material is used) Material and forms used. 4.Contents of Job Analysis :Job analysis Job Descriptions 1. Human requirements for doing a job:1. name of division. ability to read. Conditions of work-Location factory/office/inside/outside/overhead/u nderground: Time-day.

equipment & work aids y Performance Standards y Job context y Human requirements .Information collected via Job Analysis ::- y Work Activities y Human Behaviors y Machines. tools.

Uses of Job Analysis Information ::y Recruitment & y y y y y Selection Compensation Training Performance Appraisal Discovering Unassigned Duties Legal Compliance Recruiting & Selection decisions Job Analysis Job description & Job Specification Performance Appraisal Job evaluation-wage & salary decisions Training Requirement .

Actually analyze the job after the data collection. 3. Develop a job description & job specification. 6. Verify the job analysis information with the worker performing & superior. 4. 2. Select the representative position. . Decide how you¶ll use the information & collect it. 5. Review relevant background information such as organization charts. process charts & job descriptions.Steps in Job analysis ::1.

5. 4. . The question & survey must be clear & understandable to the respondents. Job Analysis almost always requires collecting job analysis information from several people familiar with job such as job incumbents & their supervisors. 3. using questionnaires & interviews. it is typical to collect job analysis information from several of them from different departments & then average up the result.Some Job Analysis Guidelines ::1. If there are several employees doing the same job. Observe & question respondents early enough in the job analysis process to catch any problems while there¶s still time to correct the job analysis procedure you¶re using. Conducting the Job Analysis usually involves a joint efforts by a HR specialist. The worker & the worker¶s supervisor. 2.

:Info. help employees fill out questionnaires to describe their job-related duties & responsibilities is another popular way to obtain job analysis information. observations & diary/logs are the most popular methods for gathering data. The Interviews. They may range from completely unstructured to highly structures ones in which job analyst follows detailed questionnaires in asking their questions. . are popular methods for obtaining jobrelated information. rightly or wrongly. You need to be sure the interviewee is fully understands the reason for the interviews to be viewed. as ³efficiency evaluations´.:Interviews.Methods for Collecting Job Analysis Info. Questionnaires. 1. questionnaires. 2.

classified & compared based on data.:Info. a questionnaire used to collect quantifiable data concerning the duties & responsibilities of various jobs. Participant Dairy/Logs. a standardized method by which different jobs can be quantitatively rated. . y The US Department of Labor (DOL) job analysis procedure.Methods for Collecting Job Analysis Info. Quantitative Job analysis Techniques :y Position analyst Questionnaire (PAQ). people& thins scored. 4.:3. Direct Observation is especially useful when jobs consist mainly of observable physical activities. made by workers of every activity in which they engage along with the time each activity takes.

reasoning. y A final Point: Use Multiple Sources to Collect the Point: Data as some firms use a single approach. like having the Job Analyst do interviews with current job incumbents while study suggests that just one source is not wise as it has potential drawbacks. but additionally taking into account the extent to which instructions. is a method for classifying jobs similar to the DOL method. & mathematical & verbal ability are necessary for performing job tasks.:Info. has increased dramatically in recent years & most companies choose to use the Internet or intranet to collect this type of data.Methods for Collecting Job Analysis Info. including job analysis surveys. y Internet ± Based Job analysis. . judgment.:y Functional Job analysis. is the online methodologies for surveys.

What kind of person to recruit & for what qualities that person should be tested. Standards of performance 6. Working conditions 7. Responsibilities & duties 4. Job specification Based on Statistical analysis (Using O*NET) . There is no standards format for writing a job description. Authority of incumbent 5.Writing Job Descriptions & Specifications ::Employer almost always uses the job analysis to produce a job description. Use Common Sense 4. Job identification 2. Job summary 3. Job specifications The Job Specification takes the job description & answers. it covers the following :1. 1. Specifications for Trained Versus Untrained Personnel 2. Specifications Based on Judgment 3.

Compile the Job¶s Human Requirements from O*NET 6. Decide on a plan 2.onetcenter.Using O*NET ::http://online. Use a Job Analysis / Description Questionnaire 4. Develop an Organization Chart 3. Complete Your Job Description . Obtain List of Job Duties from O*NET 5.org/ 1.

Systematically moving workers from one job to another to enhance work team performance and/or to broaden his or her experience & identify strong & weak points to prepare the person for an enhances role with the company. growth & recognition. y Job rotation. y Job Enrichment. Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility. . Assigning workers Additional same-level activities. thus increasing the number of activities they perform.Job Analysis in a ³Jobless´ World:World:y Job enlargement. achievement.

Why Managers Are³Dejobbing´Their companies: Are³Dejobbing´Their y Dejobing.  Flatter Organizations   Self-Managed Teams Reengineering . & encouraging employees not to limit themselves to what¶s on their job descriptions. company¶s jobs. Broadening the responsibilities of the Dejobing.

.Competency-Based Job analysis :Competency:y What are competencies? y 3 reasons to use Competency Analysis y Egs of Competencies y Comparing Traditional Versus Competency-Based Job Analysis y How to write Job competencies-Based Job Description.

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