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Job analysis

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  • 1. HUMAN RESOURSES MANAGEMENTSUBMITTED TO : SIR COL LIAQAT ALI JAFRISUBMITTIED BY MUHAMMAD HUZAIFA &AZHAR ISHTIAQUE
  • 2. TOPICS JOB ANALYSIS JOB DISCRIPTION JOB SPECIFICATION
  • 3. Definitions Job Analysis ◦ Determining duties and skill requirements of a job and the right kind of person. Job Description ◦ Job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities. Job Specification ◦ Job’s “human requirements”, the requisite education, skills, personality, etc.
  • 4. Uses Of Job Analysis Recruitment and Selection Compensation Performance Appraisal Training Discovering Unassigned Duties EEO Compliance
  • 5. Best Practices Invite discussion for best practices
  • 6. Steps In Job Analysis1. Identify action items Decide how you’ll use the information.2. Review relevant background information.3. Select representative positions.4. Actually analyze the job.5. Verify the job analysis information.6. Develop a job description and job specification.
  • 7. Reasons For ConductingJob Analysis Training & Development Staffing Compensation & Benefits Safety and Health Employee andlabor relation ship
  • 8. Methods Of Collecting JobAnalysis Information
  • 9. Writing Job Descriptions Job Description A written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are.
  • 10. Sections of a typical jobdescription Job Identification  Job Summary  Responsibilities And Duties  Authority Of Incumbent Standards Of Performance Working Conditions Job Specifications
  • 11. Writing Job Descriptions (Contd.) Job Identification  Job title: name of job  FLSA status section: Exempt or nonexempt  Preparation date: when the description was written  Prepared by: who wrote the description Job Summary  Describes the general nature of the job  Lists the major functions or activities
  • 12. Writing Job Descriptions (Contd.) A listing of the job’s major responsibilities and duties (essential functions)  Defines limits of jobholder’s decision-making authority, direct supervision, and budgetary limitations.
  • 13. Writing Job Descriptions (Contd.) Standards of Performance and Working Conditions  Listsstandards the employee is expected to achieve under each of the job description’s main duties and responsibilities.  Standards must be specific  Examples:
  • 14. Writing Job Specifications What kind of person to recruit - what qualities that person should be tested on Either listed in a section of job description or in a separate document
  • 15. Writing Job Specifications(Contd.) Specifications for trained personnel  Focus on traits like length of previous service, quality of relevant training, and previous job performance. Specifications for untrained personnel  Focus on physical traits, personality, interests, or sensory skills that imply some potential for performing or for being trained to do the job.
  • 16. Writing Job Specifications(Contd.) Specifications Based on Judgment  Self-created judgments (common sense)  List of competencies in Web-based job descriptions (e.g., www.jobdescription.com)  O*NET online  Standard Occupational Classification Specifications Based on Statistical Analysis  Attempts to determine statistically the relationship between a predictor or human trait and an indicator or criterion of job effectiveness.
  • 17. Writing Job Specifications (Contd.) Steps in Statistical Approach Analyze the job and decide how to measure job performance Select personal traits (like finger dexterity) that you believe should predict successful performance Test candidates for these traits Measure these candidates’ subsequent job performanceStatistically analyze relationship between the human trait (finger dexterity) and job performance