This document discusses career information and job analysis. It provides information on the sources of career information, methods for planning one's career and choosing the right career options. It also discusses the processes involved in job analysis, including collecting job information, developing job descriptions and specifications, and analyzing jobs through various methods like observation, surveys and interviews. The goal of job analysis is to understand the tasks, duties, qualifications and skills required for a particular job.

1. By
@mol Ubale

2.  Career information is information related to the world
of work that can be useful in the process of career
development, including educational, occupational and
psycho-social information related to working (e.g.,
availability of training, the nature of work, the status of
workers in different occupations, etc.)

3.  Planning your Future
 Bring Clear Sight ofYour Goal
 Choosing Right Career Options
 Beat the Competition More Easily
 Organize Finances for Further Education
Expenditure


4.  Essential for success
 Future Planning
 choose a suitable career easily
 Don't be Lost
 The Multi-Skill And Multi-Tasking
 Achieve goals and dreams.

5.  Personal Contacts. Families and friends can
be extremely helpful in providing career
information. ...
 Libraries and Career Centres. ...
 Counsellors. ...
 The Internet. ...
 Organizations. ...
 Education andTraining Information. ...
 JOB SEARCH METHODS. ...
 Personal Contacts—Networking

7. TASK: Adistinct work activity which has an
identifiable beginning and end.
DUTY: Several tasks which are related by some
sequence of events.

8. Collecting andrecording job information.
Checking the job information for accuracy.
Writing job description based on information.
Using the information to determine the skills,
abilities, and knowledge that are required on the
job.
Updating the information from time to time.

9. 1) Job description
2) Job specification

10. A written summary of tasks, duties and
responsibilities of a job.
Job Description
The minimum skills, education, and experience
necessary for an individual to perform a job.

11. Job Description Job Specification
 Job Title
 Working Hours
 Duties &
Responsibilities
 Working Conditions
 Salaries &Incentives
 Qualifications
 Qualities
 Experience
 Family Background
 Training

12.  Personnel planning
 Performance appraisal
 Hiring
 Training and development
 Job evaluation and compensation
 Health and safety
 Employee discipline
 Work scheduling
 Career planning

13. Jobs can be analyzed through a process, which
consists of Six basic steps, these steps consist of:
1. Collection of background information
to be2. Selection of representative positions
analyzed
3. Collection of job analysisdata
4. Developing a jobdescription
5. Developing of a jobSpecification
6. Developing Employee Specification

14. Identify a job to
analyze
Develop the target
audience
description
Compile the total
task inventory
Collect task
performance data
Update the task list
based on individual
task analysesfindings
Distribute the
approved critical
task list
Obtain critical
individual task list
approval
Identify critical
individual shred
tasks
Nominate critical
individual tasks
Survey is
administer
ed to job
incumbent
s and
supervisors
of job
incumbent
s
Survey data is
complied in a
report and
provided to the
critical task
selection board

15.  Job identification
 Significant characteristicsof a job
 What the typical worker does?
 Job duties
 What materials and equipments the worker
uses
 How a job is performed
 Required personal attributes
 Job relationships

16.  Observation
 Survey
 Interview
 Questionnaire
 Checklist
 Technical conference
 Diary methods

17. 1) Interview method
2) Technical conference method
3) Questionnaire method
4) Observation method
5) Diary

18.  HR planning
 Recruitment and selection
 Orientation
 Job evaluation
 Training and development
 Performance Appraisal
 Compensation and Benefits
 Career planning anddevelopment
 Health and safety

19. Present immediate information
Assist in designing the requirements to perform
a job.
 Assist in the hiring process
Helps in performing evaluation and appraisal
processes.
 Assists in delivering appropriate training.
Assists in Deciding Compensation Package fora
Specific Job

20.  Subjective matters
 Lengthy projects
 Require lots of human efforts
 Source of Datais Extremely Small
 Unqualified JobAnalyst
 Mental Abilities Cannot be Directly Observed

21. Support from top management
Single means and source
No training ormotivation
Activities may be distorted

22.  The Survey method is the technique of
gathering data by asking questions to people
who are thought to have desired information.
A formal list of questionnaire is prepared.
Generally a non disguised approach is used.
The respondents are asked questions on their
demographic interest opinion.

23.  Identify the audience
 Find a survey provider
 Conduct the survey
 Create context for the survey
 Evaluate your research