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Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
Chapter 3 job analysis
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  • HRM Developed by N. Zaidi
  • Transcript

    • 1. Human Resource Management Job Analysis & Recruitment Chapter 3 Published by Lecturesheet.iiuc28a9.com
    • 2. Job Analysis: Chapter Contents
      • We will cover the following:
        • What is Job Analysis
        • Job Analysis info Hierarchy
        • Nature of JA
        • Purpose of JA
        • Stages of JA Process
        • JA Methods
        • JA & TQM
        • Recruitment
        • Sources of recruitment
        • Constraints of recruitment
    • 3. Job Analysis
      • Job Analysis is a systematic exploration of the activities within a job.
      • It defines and documents the duties, responsibilities and accountabilities of a job and the conditions under which a job is performed.
      • The documentation of the major responsibilities, duties, and tasks of a job, as well as the kinds of knowledge, skills, and abilities needed to perform the job.
    • 4. Job Analysis Information Hierarchy Job analysis is nothing but an accurate recording of the activities involved. For these recording we are simply gathering information to specific job attributes. The hierarchy of JA Info are shown beside: Element Task Duty Position Job Job Family Occupation Career
    • 5. Job Analysis Information Hierarchy
      • Job analysis is nothing but an accurate recording of the activities involved. For these recording we are simply gathering information to specific job attributes. These attributes are as follows:
        • Element: A job element is the smallest unit into which work can be divided. Ex-Scanning picture
        • Task: A Distinct work activity carried out for a distinct purpose. Ex- preparing lecture, typing letter
        • Duty: Is a number of tasks.Counseling students is a duty for instructor
        • Position: Referes to one or more duties performed by one person in an organization. Individual employee can hold a position. Asstt. Prof. – Business Administration
    • 6. Job Analysis Information Hierarchy
        • Job: Job is a type of position within the organization. Example: Asstt. Professor. May be 25 Asstt. Prof. In an organization but the job is one-Asstt. Prof.
        • Job Family: Group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks. Manager, Sales and Manager, marketing may be a job family
        • Occupation: Is a group of jobs found across organization. Accountant, Lift man etc.
        • Career: Sequence of positions, jobs, or occupations that a person has over his or her working life.
    • 7. Nature of Job Analysis
      • Identification
        • Job title
        • Reporting relationships
        • Department
        • Location
        • Date of analysis
      • General Summary
        • Describes the job’s distinguishing responsibilities and components
      • Essential Functions and Duties
        • Lists major tasks, duties and responsibilities
      • Others:
        • Signature of approvals
        • Working Condition
        • Hazards
      • The process of Job Analysis results in two sets of data: One is Job Description & Other is Job Specification
      • Job Description Contains the following:
    • 8. Nature of Job Analysis
      • Job specifications: A statement of human qualifications necessary to do the job. Usually contains such items as:
        • Education, Experience, Training, Judgment, Initiative, Physical Skills, Responsibilities, Communication Skills, Emotional characteristics, personality
      • Job Evaluations
        • Specify relative value of each job in the organization.
        • Used to design equitable compensation program.
    • 9. Purposes of Job Analysis JOB ANALYSIS RECRUITING SELECTION TRAINING CAREER PLANNING COMPENSATION PERFORMANCE APPRAISAL
    • 10. Stages in the Job Analysis Process Understand the purpose of the job analysis Determine how to collect job analysis information Review draft with supervisor Develop draft Seek clarification Understand the role of job in the organization Benchmark position
    • 11. Job Analysis Methods Interviewing Quantitative Job Analysis Methods PAQ MPDQ Functional Job Analysis Methods Questionnaires Observation Work Sampling Diary/Log Diary/Log
    • 12. Methods of Collecting Job Analysis Information: The Interview
      • Information sources
        • Individual employees
        • Groups of employees
        • Supervisors with knowledge of the job
      • Advantages
        • Quick, direct way to find overlooked information.
      • Disadvantages
        • Distorted information
      • Interview formats
        • Structured (Checklist)
        • Unstructured
        • Individual interview method – a team of job incumbents is selected and extensively interviewed.
        • Group interview method – a number of job incumbents are interviewed simultaneously.
    • 13. Methods of Collecting Job Analysis Information: Questionnaires
      • Information source
        • Have employees fill out questionnaires to describe their job-related duties and responsibilities.
      • Questionnaire formats
        • Structured checklists
        • Opened-ended questions
      • Advantages
        • Quick and efficient way to gather information from large numbers of employees
      • Disadvantages
        • Expense and time consumed in preparing and testing the questionnaire

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