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HRM-JOB ANALYSIS

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    HRM-JOB ANALYSIS HRM-JOB ANALYSIS Presentation Transcript

    •  
    • Human Resource Management JOB ANALYSIS PRESENTED BY: MAYA
    • What is a job?
      • J0b
        • Group of related activities and duties
        • Made up of tasks
      • Tasks
        • Basic elements of jobs
        • “ what gets done”
    • STAGES OF HRM
    • The JOB ANALYSIS
      • A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, 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
      • DECISION IS MADE TO CHECK THAT:
      • Whether already existing post is valuable or not.
      • To create a Post.
    •  
    • What to do??
      • Discuss the nature of job analysis, including what it is and how it’s used.
      • Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
      • Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
    • JOB ANALYSIS PROCESS
    •  
    • Steps in Job Analysis Process
      • Job descriptions—Task requirements
        • Statement that explains duties working conditions, etc. of a job
      • Job specifications—Person requirements
        • Statement of what a job demands of the incumbent
        • E.g., knowledge, skills, abilities (KSAs) and other characteristics required to perform job
      • Performance standards
        • What is expected of workers
        • JA may provide performance standards for job where performance is readily quantified, measurable, etc.
        • May need to be augmented – e.g., participative goal-setting
      • All of these uses form foundation for various HRM systems
    • Important Applications of Job Analysis
      • The Job Analysis provides the foundation for almost everything HR is involved in.
        • Job Descriptions
        • Employee Selection
        • Training
        • Performance Appraisals
        • Job Classification
        • Job Evaluation
        • Job Design and Redesign
    • Reasons For Conducting Job Analysis
      • Training & Development
      • Staffing
      • Compensation
      • & Benefits
      • Safety and Health
      • Employee and
      • labor relation ship
    • METHODS
      • Direct observation
      • Interview of existing post holder
      • Interview of immediate supervisor
      • 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
        • Of little use if job involves a high level of mental activity
        • Observer’s Difference of mental disposition.
        • Analyst’s caliber should match employee’s caliber
    • 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
        • In case of supervisor, he may not be interesting in the JD of the subordinates.
        • Attitude may not be supportive.
        • Difference in perception, attitude and aptitude of the interviewee.
        • Lack of communication.
        • Analyst’s caliber should match employee’s caliber.
    • Methods of Job Analysis: Questionnaires
      • Information Source:
        • Have employees fill out questionnaires to describe their job-related duties and responsibilities.
      • Questionnaires format:
      • Structured checklist.( to identify the task performed)
      • Open ended questions
    • 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.
        • Becomes less useful where the employees lack verbal skills.
    • 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.
    • Previous studies
      • Advantages
      • Easy to use this method.
      • Helps to find out that whether it is beneficial or not
      • Disadvantages
      • Wrong assessment of previous post
      • Bad performance of previous employee
    • 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
    • Methods of Job Analysis: Manager trying the job
      • This method is used to check the new post.
      • 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.
    • Advantages and disadvantages
      • Advantages:
      • Very fruitful if the manager is an experienced analyst and strategic risk taker.
      • Disadvantages:
      • Very expensive
      • Risky
      • Time consuming
      • The person who conducts job analysis is interested in gathering data on what is involved in performing a particular job.
      • Types of data collected, that may help in analysis are,
      • ( WORK ACTIVITIES,WORK PERFORMANCES,WORK SCHEDULES,PERSONAL REQUIRMENTS).
    • Human resource experts cannot rely on individual job analysis techniques so normally all the methods are used collectively.
    • THANK YOU FOR YOUR PATIENT LISTENING