You are on page 1of 18

JOB ANALYSIS

LECTURE 5
JOB ANALYSIS
• JOB ANALYSIS- a purposeful , systematic
process of collecting information on the
important work related aspects of a job.
JOB ANALYSIS
• Job analysis attempts to answer the
following:
• How much time is taken to complete
important tasks?
• Which tasks are grouped together and
considered a job?
• How can a job be designed or structured
so that the employee’s performance can
be enhanced?
JOB ANALYSIS
• What kinds of behaviours are needed to
perform the job?
• How can the information acquired by a job
analysis be used in the development of
H.R.M. programmes?
JOB ANALYSIS
• Steps in the job analysis process:
1. A good job analysis does not begin with a
study of the job but rather with an
understanding of the organization’s
philosophy, its mission and goals, and the
strategic role played by each of its units.
JOB ANALYSIS
2. Select jobs to be analyzed.
3.Collect data by using acceptable job analysis
techniques:
• Observation
• Interview
• Questionnaires
• Job incumbent diaries or logs.
Please note that a combination of methods can be
used as well.
JOB DESCRIPTION
• Job description is a document that
explains clearly how a job is to be
performed and what it entails.
• It contains:
Job title
Job summary indicating its purpose.
Level of job (reporting relationships)
Specific tasks involved in the job.
JOB DESCRIPTION
Conditions of employment (hours, wage
structure).
The relative priority of each major task as
identified weightings.
JOB SPECIFICATION
• Identifies the behaviour, skills and abilities
that are needed to perform a job.
It will contain :
Educational requirements.
Experience(years in related field).
Physical and emotional requirements.
Skills.
RECRUITMENT AND SELECTION
• Recruitment refers to the set of activities
used to attract a significant number of
qualified applicants to the organization.
• Can be classified into two main types:
• Internal
• external
RECRUITMENT AND SELECTION
• INTERNAL METHODS:
• Job Posting
• Promotions.
• Transfers.
• Re-hires and re-calls
• Moonlighting.
RECRUITMENT AND SELECTION
• Advantages of Internal Recruitment
2. No orientation to job, organization
culture.
3. Cheaper cost (less advertising required).
4. Saves H.R.Dept. time and paperwork.
EXTERNAL RECRUITMENT
• Types:
• Media advertising.
• E-recruitment.
• Head- hunting.
• Internships/ Apprenticeship programmes.
• Walk- ins.
• Internet.
RECRUITMENT AND SELECTION
• Advantages:
1.New talent. Broadens skills set of organization.
2.Assist in shaping public perception of the
organization.
Disadvantages:
1.Training
2. Learning curve and adaptation to new working
environment.
3. Time consuming.
4. Cost.
RECRUITMENT AND SELECTION
Selection is the process of choosing the
most appropriate candidate from the pool
of applicants created by recruiting.
RECRUITMENT AND SELECTION
• Methods of Selection
Application blanks/forms.
Interviews.
Aptitude Tests.
Work Simulation.
Medicals/Physicals.
Reference verification.
Certificate of good character
RECRUITMENT AND SELECTION
• Methods of selection cont’d:
• Verification of qualifications.
• Drug/Alcohol testing.
RECRUITMENT AND SELECTION
• ETHICAL CONCERNS:
• Information required must not be too
intrusive. Information must be related to
the job.
• Must take care that discrimination based
on race, sexual preference, religion,
disability is implied in the design of the
application blank.