Job analysis

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Job analysis

  1. 1. IPSAR B-School , Cuttack JOB ANALYSIS InstructorInstructor Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy Management Faculty(HR)Management Faculty(HR)
  2. 2. Job Analysis: A Basic Human Resource Tool
  3. 3. •Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. •Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program.
  4. 4. Job Analysis Knowing Who Does What?
  5. 5. Purposes of the job Analysis
  6. 6. Major duties or activities required Conditions under which the job is performed
  7. 7. What Is a Job?
  8. 8. Work Effort directed toward producing or accomplishing results
  9. 9. Task A distinct, identifiable work activity composed of motions
  10. 10. Duty A larger work segment composed of several tasks that are performed by an individual.
  11. 11. Responsibility An obligation to perform certain tasks and duties.
  12. 12. Position Set of tasks and duties performed by single individual
  13. 13. Job Group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis
  14. 14. Occupation General class of jobs
  15. 15. Career Sequence of jobs held by individual throughout lifetime
  16. 16. Job Description Written narrative describing activities performed on a job; includes info about equipment used and working conditions.
  17. 17. Other Important Job Analysis Terms Job Specification Identifies major job responsibilities; outlines specific KSA, and other physical and personal characteristics necessary to perform a job.
  18. 18. Job Grouping of tasks, duties, & responsibilities that constitutes the total work assignment for employees
  19. 19. A job is a set of closely related activities carried out for pay
  20. 20. Job Analysis Defined
  21. 21. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
  22. 22. This Analysis Includes
  23. 23. Identifying tasks/duties performed  Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
  24. 24. Reasons For Conducting Job Analysis
  25. 25. Staffing Training and Development Compensation and Benefits
  26. 26. Safety and Health Employee and Labor Relations Legal Considerations
  27. 27. Types of Job Analysis Information
  28. 28. Work activities Worker-oriented activities Machines, tools, equipment, and work aids used
  29. 29. Job-related tangibles and intangibles Work performance Job content Personal requirements for the job
  30. 30. Questions Job Analysis Should Answer
  31. 31. What physical and mental tasks does the worker accomplish? When does the job have to be completed? Where is the job to be accomplished?
  32. 32. How does the worker do the job? Why is the job done? What qualifications are needed to perform the job?
  33. 33. Job Analysis Decisions
  34. 34. What type of information will be collected? How will the information be collected? How will the information be recorded or documented?
  35. 35. When Job analysis Is performed
  36. 36. When the organization is founded When new jobs are created
  37. 37. When jobs are changed significantly as a result of new technologies, methods, procedures, or systems
  38. 38. Uses of Job Analysis
  39. 39. Equal Employment HR Planning Performance Appraisal Recruitment Selection HR Research Employee & Labor Relations Compensation & Benefits Safety & Health HR Development Job Analysis
  40. 40. Importance of Job Analysis
  41. 41. Provide realistic job information's regarding duties, working conditions, and requirements Identifies relationships between supervisors and subordinates
  42. 42. Defines duties and related tasks Time required to perform duties
  43. 43. Basis for training, career planning, and career development Help to determine the worth/pay
  44. 44. Strategic Importance of Job Analysis
  45. 45. Change in organization’s strategic goals Change in people skills required Change in way the organization operates Results in Job descriptions Job specifications
  46. 46. Steps in Job Analysis
  47. 47. Step 1 Identify how information will be used Step 2 Review background information Step 3 Select representative positions to analyse Step 4 Collect data to analyze job Review information with incumbents Develop job description/ specification Step 5 Step 6
  48. 48. Job Analysis Information
  49. 49. Job Content assemble boxes Job Context plant assembly line Worker Requirements knowledge, skills, abilities
  50. 50. Job analysis outcomes
  51. 51. Job description Job specification Job evaluation
  52. 52. Job Description - written narrative describing activities performed on a job; includes information about equipment used and working conditions under which job is performed. Job Specification - outlines specific skills, knowledge, abilities, physical and personal characteristics necessary to perform a job - What about physical and personal characteristics? Strength, patience, intestinal fortitude, risk-taker.
  53. 53. Job Evaluation Job evolution or job rating is a systematic procedure for measuring the basis of their common factors such as skill, training, effort, responsibility and job conditions

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