Job analysis HRM

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Job analysis for HR department in organisation.

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Job analysis HRM

  1. 1. JOB ANALYSIS By:Mithilesh Trivedi
  2. 2. What is a Job?  Job  A group of related activities and duties Job  Position • The different duties and responsibilities performed by only one employee  Job Family • A group of individual jobs with similar characteristics Job Job Job
  3. 3. Job Analysis The process of obtaining information about jobs by determining what the duties, tasks, or activities of jobs are HR managers use the data to develop job descriptions and job specifications that are the basis for recruitment, training, employee performance appraisal and career development The ultimate purpose of job analysis is to improve organizational performance and productivity
  4. 4. Approaches to Understanding Jobs  Workflow analysis  Re-engineering  Job design  Job analysis  Job descriptions and job specifications
  5. 5. Workflow Analysis Workflow Analysis • A study of the way work (inputs, activities, and outputs) moves through an organization. Business Process Re-engineering (BPR) • Measures for improving such activities as product development, customer service, and service delivery. Phases of Reengineering • Rethink • Redesign • Retool
  6. 6. Job Design Job Enlargement • Broadening the scope of a job by expanding the number of different tasks to be performed Job Enrichment • Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job Job Rotation • The process of shifting a person from job to job
  7. 7. JOB REQUIREMENTS Job Specification • Statement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the job • Since Griggs v Duke Power and the Civil Rights Act of 1991, job specifications used in selection must relate specifically to the duties of the job Job Description • Statement of the tasks, duties, and responsibilities (TDRs) of a job to be performed
  8. 8. Relationship of Job Requirements to Other HRM Functions
  9. 9. Determining Job Requirements
  10. 10. Types of Job Analysis 1. TASK BASED  Task • A distinct, identifiable work activity composed of motions  Duty • A larger work segment composed of several tasks that are performed by an individual  Responsibilities • Obligations to perform certain tasks and duties 2. COMPETENCY BASED  Competencies • Individual capabilities that can be linked to enhanced performance by individuals or teams o Technical competencies o Behavioral competencies
  11. 11. Sources of Gathering Job Information Interviews Questionnaires Observation Diaries Computerized Job Analysis
  12. 12. The Process of Job Analysis
  13. 13. ?

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