Job analysis module ii

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Job analysis module ii

  1. 1. JOB ANALYSIS AND DESIGN. Points to be discussed in the lecture sessions:  Understanding the concept , process and methods of Job Analysis. Job Description. Job Specification. Uses of Job Analysis. Concept of Job designing. Modern management Techniques.
  2. 2. JOB ANALYSIS is the process of determining and recording all the pertinent information about a specific job, including the tasks involved , the knowledge and skill set required to perform the job , the responsibilities attached to the job and abilities required to perform the job successfully. …….provides necessary inputs for a number of HR activities. …...Help in evaluating the a candidate against the requirements of the job. ……Helps in identifying the KRAs ( Key Responsibility areas) for a position. ……Job Identification, Significant characteristics of a job, what typical worker does, what materials and equipments the worker uses, How a job is performed, Required personal attributes, job relationship information are available from Job Analysis.
  3. 3. Information Gathering. Job Specific competency determination. Developing a job description. Developing a job Specification. Process of job analysis.
  4. 4. Job Analysis Methods  Observation Method: Motion and Time study; work sampling.  Individual Interview Method.: Structured and Unstructured method.  Group Interview Method: Questionnaire Method. Technical Conference Method. Diary Method. Functional Job Analysis. The work functions categorized under Data, People and Things.
  5. 5. JOB ANALYSIS: Job Description – describing tasks and responsibilities that make up the job; Performance contracts replacing the concept of job description in modern organization. Job Specification/Person specification-- the ideal person to fill the job. JOB DESCRIPTION -Job title -Department -Job summary JOB SPECIFICATION. -Physical characteristic -Attainments -Responsible to -General intelligence -Relationship -Specific aptitudes -Purpose of job /overall objectives. -Interests -Specific duties and responsibilities. -Physical / economic conditions. -Disposition -Circumstances.
  6. 6. Uses of Job Analysis. Employment. Organization Audit. Training and Development. Performance Appraisal. Promotion and Transfer. Preventing Dissatisfaction. Compensation management. Health and safety. Induction. Industrial Relations. Career Planning. Succession Planning.

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