Group MembersAnshu Singh Pawan Gupta Shilpa Minhas Smriti Saxena Tarun Swami Vikash Singh

What is a job?
 J0b

– Group of related activities and duties – Made up of tasks

responsibilities. and work environment of a particular job. Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them Job Duties  Job Tasks Job responsibilities Job Analysis .The JOB ANALYSIS  A job analysis is the process used to collect information about the duties. outcomes. necessary skills.


WHAT INFORMATION SHOULD WE Work Activities  Human behaviors  Machines.equipments and work aids  Performance standards  Job context  Human requirements  ..


The Steps in Job Analysis: Organizational Analysis Selection of jobs to be analyzed Data collection Job specification Job description .

METHODS Direct observation  Interview  Questionnaires  Previous studies  Work dairies  .

Methods of Job Analysis: Observation  Information Source – Observing and noting the physical activities of employees as they go about their jobs  Advantages – Provides first-hand information – Reduces distortion of information .

Observation: Disadvantages: – Time consuming – Difficulty in capturing entire job cycle  .

Methods of Job Analysis: The Interview  Information Sources – – Individual employees (existing job holder) Immediate boss (Supervisors ) with knowledge of the job.  Interview format Structured Unstructured .

The Interviews:  Advantages – Quick. direct way to find overlooked information required.  Disadvantages – Exaggeration or depreciation of importance of job – Attitude may not be supportive. .

 1.( to identify the task performed) Open ended questions . 2. Questionnaires format: Structured checklist.Methods of Job Analysis: Questionnaires  Information Source: Have employees fill out questionnaires to describe their job-related duties and responsibilities.

– Becomes less useful where the employees lack verbal skills. .Questionnaires  Advantages – Quick and efficient way to gather information from large numbers of employees – Quick and economical to use  Disadvantages – Expense and time consumed in preparing and testing the questionnaire.

Methods of Job Analysis: Previous studies  Information source: Past record of any employee. The analyst keeps the past record of the employees and keeps the previous experiences and issues related to the job analysis process of the organization. .

2. Bad performance of previous employee  . Helps to find out that whether it is beneficial or not  Disadvantages 1. Easy to use this method. Wrong assessment of previous post 2.Previous studies Advantages 1.

Methods of Job Analysis: Work Diaries  Information Source – Workers keep a chronological diary/ log of what they do and the time spent on each activity. .

Work Diaries  Advantages – Produces a more complete picture of the job – Employee participation – Maintained on daily basis.  Disadvantages – Distortion of information – Depends upon employees to accurately recall their activities .

 .  In this method the manager start a new job to check that whether this job is beneficial or not.  It’s a risky step to take because it may cause many fundamental problems.Methods of Job Analysis: Manager trying the job This method is used to check the new post.

 1. 2. Disadvantages: Very expensive and Risky Time consuming . Advantages: Very fruitful if the manager is an experienced analyst and strategic risk taker.Advantages and disadvantages  1.

and what the job’s working conditions are.JOB DESCRIPTION A job description is a written statement of what the worker actually does. .how he or she does it.

Most descriptions contain sections that cover:  Job identification  Job summary  Responsibilities and duties  Authority of incumbent  Standards of performance  Working conditions  Job specifications .

: ___________________ GRADE LEVEL: _______________ FUNCTIONS: ___________________________________________________________ ___________________________________________ DUTIES AND RESPONSIBILITIES: ___________________________________________________________ ___________________________________________ JOB CHARACTERISTICS: ___________________________________________________________ ___________________________________________ .Example of Job Description JOB TITLE:_____ REPORTS TO:___ SUPERVISES:___ AS ON DATE :_________ OCCUPATIONAL CODE: ________ JOB NO.

and abilities and experienced required to perform the job. Based on the information obtained from the job analysis procedures. appropriate skills. job specification identifies the qualifications.JOB SPECIFICATION • Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. . • Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job. knowledge.

Specifications for Trained versus Untrained Personnel  Specifications based on Judgment  Job Specifications based on Statistical Analysis  .

Example of Job specification JOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: _____________________________________________________________________ ___________________________________________________ APPEARANCE: ____________________________________________________________ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: _____________________________________________________________________ ___________________________________________________ SPECIAL KNOWLEDGE & SKILLS:_____________________________________ OTHER : ________________________________________________________ .

USES OF JOB ANALYSIS INFORMATION Recruitment and selection  Compensation  Training  Performance Appraisal  Discovering Unassigned Duties  Legal Compliance  .

Many employees’ homes were devastated and the firm found that it had to hire almost 3 completely new crews.  .CASE STUDY Application Case  Tropical Storm CharleyIn August 2004. When about 30 new employees began taking their places. tropical storm Charley hit North Carolina and the Optima Air Filter Company. there was general confusion aboutwhat they should do and how they should do it. one for each of its shifts. The problem was that the “Old-timers” had known their jobs so well that no one had ever bothered to draw up job descriptions for them.

10 old-timers. and his original factory supervisor. the firm’s President. a consultant from the local universities business school. duties & responsibilities. and the old-timers instead that the list faithfully reflected their duties. Arguments ensued almost at once.The storm quickly became old news to the firm’s out-of state customers. . Meanwhile. He decided to meet with Linda Lowe.who wanted filters.Both Phil & Maybelline thought the old-timers were exaggerating to make themselves look more important. was at his wits end. She immediately had the old timers fill out a job questionnaire that listed all their tasks. Maybelline. Phil Mann. He had about 30 new employees. notexcuses. the customers clamoured for their filters.

QUESTIONS.  Should Phil & Linda ignore that old-timers’ protests and write up the job descriptions as they see fit? Why? Why not? How would you go about resolving the differences? How would u have conducted the job analysis? What should fill do now?   ..

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