Job analysis job description job specification

1. Job Analysis

2. Objectives
 General Purpose:
 Review & Record requirements of a job
 Determine task, duties, responsibilities in a job
 Identify skills & competencies required
 Gather information regarding Equipment
 Facilities
 Materials
 Provide job related information
 Recruitment
 Selection

3. Objectives
 Ascertain relative worth of a job
 Assign fair remuneration package
 Facilitate categorisation
 Fix standards of performance
 Spot training gaps

4. Process
 1. Organisation & planning for the programme
 Decide who is in charge -> make him responsible
 Prepare time schedule & budget
 2. Obtaining current job design information-> obtain info
from
 Job description
 Job specification
 Procedure manual
 System flow chart

5. Process
 3. Conducting needs research

6. Process
 4. Establishing priorities
 Identify jobs to be analysed
 Priority of jobs
 5. Collecting job data -> established techniques
 6. Redesign jobs-> if necessary
 7. Preparing Job Description and job specification

7. Techniques/ Methods of job analysis
1. Job Performance
2. Personal observation
3. Critical Incidents Techniques
1. Ask incidents
2. Collect info
3. Classify
4. PAQ (Position Analysis Questionnaire)
widely used and structured
5. Panel of experts-> senior job incumbents with experience
6. Interview

8. Techniques/ Methods of job analysis
7. Diary method
8. Functional Job Analysis
Produces standard job info
Specific- work & worker

9. Benefits
Match right people -- right jobs
1. Info obtained -> enables to make proper constitution &
arrangements of jobs & positions
2. Info abt demands for a job & attributes req for a job
3. Estimate worth of jobs - appropriate pay system
4. Job standards can be developed -effective appraisal of
performance
5. Pinpoints T & D needs
6. Draws attention to hazardous jobs for preventive
measures

10. Job
Description

11. Job Description defined..
 Job description is a written statement that defines the duties,
relationships and results expected of anyone in the job.
 It is an overall view of what is to be done in the job.
 It is based on objective information furnished by job analysis

12. Job Description components
 Job title
 Job Summary
 Job locations
 Duties and responsibilities
 Machines tools and materials
 Working conditions
 Nature of supervision
 Relation to other jobs

13. Why ?
 Serves as basis for
 recruitment and selection
 Interviewing candidates
 Orienting new employees
 Evaluation of job performance
 Helps management to know how critical a job is and its
relationship with other jobs
 Helps to resolve employee discontent

14. Why ?
 clarifies role of job
 Job incumbent’s expected accomplishment
 Forms the ground work for an agreement between the
supervisor and incumbents
 Formal method of communicating work planning & feedback
 Helps an organization to identify areas of weakness of incumbents
and focus on T&D
 Provide clear and written expectation of performance &skills
 Job scope and nature->> valuable for recruitment
 Database of job description-> understand and appreciate
contributions from a job
 Forms basis for effective job evaluation

15. Benefits
 Better understand experience and skills needed for effectively
discharging tasks in a position
 Helps in Recruitment & selection
 Clearly state skills required-> select suitable candidates
 Help to resolve employee discontent
 More productive org-> emp understand their resp
 Basis for job evaluation
 Improves morale
 Formal method of communicating work planning and feed back

16. Job Specification

17. Job Specification is an analysis of the kind of
person it takes to do the job, that is to say,
it lists the qualifications.
Written statement of qualifications and
abilities required to enable the job to be
performed satisafactorily.

18. Job Specification continued….
Job description typically includes:
Degree of education
Desirable amount of previous experience in similar work
Specific Skills required
Health Considerations

19. Job Specification continued….
PERSON SPECIFICATION
JOB TITLE : WebProduction Manager
LOCATION : Newport based. Regional Role
Essential Desirable
Qualification / Education /
Training
• Design or web/related
qualification
• Skilled in the use of
photo-shop
• Good working
knowledge of Microsoft
Office
• Sound knowledge of
HTML
• Awareness of dynamic
languages such as PHP
• A management
qualification
Communication
• Internal
• External
• Phone
• Face to face
• Email
• In writing
Skills
• Team player
• Good listener
• Ability to talk to people
of differing technical
expertise
• Attention to detail
• Fantastic organisation
skills
• Ability to work under
pressure and to
deadlines
• Interpret data
• Positive outlook
• Man management skills
• A great balance of
technical, commercial
and people skills
• Negotiation skills
Knowledge
• Awareness of the latest
web technologies
including video,
podcasting etc.
• Newspaper knowledge