2. JOB ANALYSIS
is the first step in job evaluation and requires investigation each job skills and
personal attributes required to perform the job satisfactorily.
3. USES OF JOB ANALYSIS
preparation of job description and job specification
serves as a basis for orienting and training employees regarding their
specific duties
It is used in job evaluation
It clarifies lines of responsibility and authority
It provides a method of comparing rates of jobs ( wage and salary
survey
4. STEPS OF JOB ANALYSIS
Identifying the job completely and
accurately
Describing the task of the job
Indicating the requirements for its
successful performance
5. JOB DESCRIPTION
is a written summery of tasks, duties and responsibilities a set of
statement based on standards of practice that comprises the
employees contract with institution. It lists the expected behavior
of an employee.
6. ELEMENTS OF JOB DESCRIPTION
1- job title
2- Date
3 – Requirements
A- position requirement
B- professional requirement
4- Position summary
7. PRINCIPLES OF WRITING UP
EFFECTIVE JOB DESCRIPTION
Arrange duties and responsibilities in logical
orders.
State duties and responsibilities clearly and
concisely
Limit the use of the word ''may''
Be specific to show kind of work, complexity,
skills required, and use action words as analyze,
gather….
8. CHANGE AND UPDATING THE JOB
DESCRIPTION.
Whenever significant changes are introduced into the
requirements and responsibilities.
When many changes in the dynamic environment of health
care agency.
Many organizations schedule a periodic audit of all jobs to
updating job description
9. JOB SPECIFICATION
It is the personal qualifications,
skills, physical and mental demands
required for effective performance.
Job specification is derived from job analysis and job
description.
10. JOB EVALUATION
defined as a systematic method of appraising the worth or value of
each job in relation to all other jobs in the same organization.
It built upon and job analysis and job description
11. PURPOSES OF JOB EVALUATION
1-To identify factors or conditions that place one job higher than
another in a value hierarchy.
2-To determine the relative worth of each job as a basis for equitable
pay differentials.
