5. Presented by : YOGENDER ( Group Leader )
UMESH
BHAWNA
PRIYANKA
SHUBHAM
AKSHAY
6. What is job analysis?
How it works
How can you use this tool in your organization?
Methods of job analysis
An exercise
Summary
7. A systematic approach to collect information
about a job such as tasks, responsibilities
and the skills required to perform those tasks
An important part of Human Resources (HR)
planning
9. Job analysis assists HR in determining:
› Necessity of the job
› Equipment needed
› Skills required
› Supervision
› Working conditions
› Management/employee interaction
10. Recruiting
› Keyword searches on resumes that match job
requirements
Selection
Appraisal
Salaries and Incentives
Training and Development
11. Job Analysis
Job Description
Job Specifications
Recruiting Selection
Strategic
HR
Planning
Employee
Training
Employee
Development
Career
Development
Performance
Appraisal
Compensate
Safety and
Health
Labor Relations
12. Job analysis can also:
› Help the company remain profitable and
competitive
› Help the company keep up with technology
› Prevent employees from being overworked
› Help the company stay
in compliance with
government regulations
13.
14. What is analyzed?
› Work activities
› Working conditions
Supervisors
Location
Schedule
› Machines and equipment
15. What is analyzed? (continued.)
› Job performance
Operations
Standards
Time
› Experience, training, and skills
› Supervision and promotion patterns
› Products/services completed
16. Who is involved in the job analysis?
› Management
› Supervisors
› Job analysts
› Job incumbent
› Unions
› Consultants
18. Observation Method
› Analyst observes incumbent
Directly
Videotape
› Useful when job is fairly routine
› Workers may not perform to expectations
19. Interview Method
› Individual
Several workers are interviewed individually
The answers are consolidated into a single job
analysis
› Group
Employees are interviewed simultaneously
Group conflict may cause this method to be
ineffective
20. Questionnaires
› Employees answer questions about the job’s
tasks and responsibilities
› Each question is answered using a scale that
rates the importance of each task
21. Questionnaires (continued..)
› Position Analysis Questionnaire (PAQ)
A structured, behavioral questionnaire
194 items in 6 categories
Information input
Mental processes
Work output
Relationships
Job context
Other characteristics
22. Diary Method
› Employees record information into diaries of their
daily tasks
Record the time it takes to complete tasks
› Must be over a period of several weeks or
months
23. Technical Conference Method
› Uses experts to gather information about job
characteristics
24. Critical Incident Technique (CIT)
› Takes past incidents of good and bad behavior.
› Organizes incidents into categories that match
the job they are related to.
Involves 4 steps
25. CIT steps
› Brainstorm and create lists of dimensions of
job behaviors
› List examples of effective and ineffective
behavior for each dimension
› Form a group consensus on whether each
incident is appropriately categorized
› Rate each incident according to its value to
the company
26. Conducting the job analysis
› Know the purpose
› Gather Information about jobs to be analyzed
Books
Charts
Trade union literature
Government agency literature
› Use employee input
27. Conducting the job analysis (cond.)
› Choose an efficient method of collecting
information
› Gather information from employee/supervisor
about the job
› Draft a job description
› Obtain supervisor approval
28. Bruce , customer service manager at BGS
Sports, wants to conduct a job analysis on
how his employees interact with
customers and other employees.
What steps should Bruce take to
implement a successful job analysis, and
what method should he use to analyze his
employees?
29. Possible Answer:
1. Determine the Purpose- to reinforce good
behavior among employees and provide better
customer service
2. Gather as much information as possible about
retail and customer service, including past
experiences with customers
30. 3. Choose best method of job
analysis
-Critical Incident Technique
-This would allow Bruce to discuss
with his employees past incidents and
whether they were effective or not
-Assign values of effectiveness
4. Gather information from workers and
other managers about the job
31. 5. Draft a behavioral job
description
6. Identify areas that need
improvement, and implement training
programs to improve those areas
32. Job analysis is an effective approach to
gathering information about jobs
There are 6 popular techniques to
conducting job analyses
Job analysis is directly related to nearly
every function of Human Resource
departments in organizations
35. The preparation of job description
is necessary before a vacancy is
advertised. It tells in brief the
nature of a job. In other words, it
emphasizes the job requirements.
36. Job specification is based on job
description. It is a written statement of
qualifications, traits, physical and
mental characteristics that an
individual must possess to perform the
job duties and discharge
responsibilities effectively.