Job analysis23


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meaning, method, scope, uses, job description, and job specification

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Job analysis23

  1. 1. Prepared by:- Imran MemanAnkit Chauhan
  2. 2. What is Job Analysis? JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization. Job analysis According to EDWIN B FLIPPO, “Job analysis is a process of studying and collecting information relating to the operation and the responsibility of specific job”.
  3. 3. Job Analysis Job Duties Job ResponsibilitiesJob analysis is formal and detailed examination of job. It is asystematic investigation of the tasks, duties, andresponsibilities to do job.
  4. 4. Nature of Job Analysis1. Systematic way of gathering and analyzing information about job.2. Develop Jobs.3. Identifies Job Factors and Duties.4. Redesigns Job.
  5. 5. Recruitment HRP Selection PlacementJob EvaluationJob design & TrainingRedesign Performance Counselling Appraisal Employee Safety
  6. 6. Process of Job AnalysisOrganizational Analysis Selection of Representative position to be analyzed Collection of Job analysis data Preparation of Job Description Preparation of Job specification
  7. 7.  Organizational Analysis: First of all, an overall picture of various jobs in the organisation has to be obtained. This is required to find the linkages between jobs and organisational objectives, interrelationship between jobs and contribution of various jobs to the efficiency and effectiveness of organisation. The required background information for this purpose is obtained through charts and workflow charts. Selection of representatives for analysis: It is not possible to analyse all the jobs. A representative sample of jobs to be analysed is decided keeping the cost and time constraints in mind.
  8. 8.  Collection of job analysis data: This step involves the collection of data on the characteristics of the job, the required behaviour and personal qualifications needed to carry out the job effectively. Preparation of job description: This step involves describing the contents of the job in terms of functions, duties, responsibilities, etc. The job holder is required to discharge the duties and responsibilities and perform the operations listed in job description.
  9. 9.  Preparation of job specification: This step involves conversion of the job description statements into a job specification. Job specification is written statement of personal attributes in terms of traits, skills, training, experience needed to carry out the job.
  10. 10. Method of Job Analysis Data1. Job performance:2. Personal observation:3. Critical incidents:4. Interview:
  11. 11. 5. Panel experts:6. Diary method:7. Questionnaire method:  The Position Analysis Questionnaire  Management Position Description Questionnaire  Functional Job Analysis
  12. 12. JobDescription &JobSpecification
  13. 13. Job Description Job title: Tells about the job title, code number, and the department where it is done. A good title will closely approximate the nature of the work content and will distinguish the job from others. Job summary: A brief write-up about what the job is all about. Job activities: A description of the tasks done, facilities used, extent of supervisory help, etc. Working conditions: The physical environment of job in terms of heat, light, noise and other hazards. Social environment: Size of work group and interpersonal interactions required to do the job.
  14. 14. Example: Title Compensation managerCode: HR/2310Department: Human Resource DepartmentSummary: Responsible for the design and administration of employee compensation programmes.Duties: • Conduct job analysis. • prepare job descriptions for current and projected positions. • Relate salary to the performance of each employee. • Develop and administer performance apprsisal progrsmme. • Develop an integrated HR information system.Workingconditions: Normal. Eight hours per day. Five days a week.Report to: Director, Human Resource Department.
  15. 15. Job specification Essential attributes:Skills, knowledge and abilities (SKAs) a person must possess. Desirable attributes:Qualifications a person ought to possess. Contra-indicators:Attributes that will become a handicap to successful job performance.
  16. 16. Example :Education • MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology • A degree or diploma in labour laws is desirable.Experience • At least 3 years’ experience in a similar position in a large manufacturing company.Skill, Knowledge, • Knowledge of compensation practices in competingabilities industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. • Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations • Ability to conduct meeting, to plan and prioritise work.Work orientation • The position may require up to 15 per cent travel.factorsAge • Preferably below 30 years.
  17. 17. Thank You…