Job Analysis

Process of collecting detailed information about a job. Information includes the following: The operations and tasks involved in the job. Nature and title Location, physical setting hazards and physical discomforts, supervision. Material ,methods and equipment required. Relation to other jobs. Hr attributes

 Job analysis form Job title .. Date .. Code No location Department . Supervised by Relation to other jobs: promotion from ..promotion to .. Job summary : work performed Major duties Equipments Working conditions Skill required: education experience

 Supervision: positions supervised extent of supervision Job knowledge: general Technical Special Physical demands hazards

Purpose /uses of job analysis

Facilitates HRP Recruitment and selection Scientific selection placement and orientation Promotion and transfer Performance appraisal Training and development Career path planning.

Job design Employee counseling Job design Labor relation Health and safety

Collecting job data

Job performance method Personal observation method Interview method Questionnaire method Checklists method critical incidents methods Log records/diary method

Job description
Functional description of what a job entails. Defines the purpose and scope of a job. Content of job description: Job identification: job title, code, department Job summary: content of a job( tasks/activities Job duties and responsibilities Working conditions

Social environment Machines ,tools and equipment Supervision Relation to other jobs

Job description
Job title: wage and salary administration Code no: HR/1705 Department: human resources division Job summary: responsible for company wage and salary programmes ,job analysis, job evaluation. Job duties: act as chairman of the company wide job evaluation committee, Supervises job analysis studies etc Working conditions: normal, eight hours per day

 Supervision: reports to the director, exercises supervision on officers in the wage and salary department in the hr division of the company. Relationships : with equivalent levels of management in other departments Maintain social and official contact with local officials

Job specification
It is a written record of physical, mental social ,psychological and behavioral characteristics which a person should possess in order to perform the job effectively,

Job design
Job design is the process of deciding on the contents of a job in terms of techniques ,systems and procedures. Factors Affecting job design: Organizational factors: task Work flow ergonomics

 Work practices Environmental factors Employee availability and abilities Social and cultural expectations Behavioral factors: Feedback Autonomy Use of abilities variety

Method/Approaches to job design

Job rotation: shifting of an employee from one task to another. Job enlargement :increasing the scope of a job by adding more task to it. Job enrichment: adding greater autonomy and responsibility to a job. Self managing teams

Job evaluation
Determining relative worth of various jobs in the organisation. Objectives: Determine equitable wage differentials between different jobs in the organisation To eliminate wage inequities To establish a rational basis for bonus and incentive schemes

 To provide a framework for periodic review and revision of wage rates To provide basis for wage negotiations with trade unions To minimize wage discrimination on the basis of age , sex, caste, region and religion.

Methods of job evaluation

Non quantitative methods: A job is compared as a whole with other jobs I. Ranking or job comparison II. Grading or job classification

Quantitative methods: Key factors of the job are selected and measured. I. Point rating II. Factor comparison