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Chapter JOB ANALYSIS   EXCEL BOOKS 4-1 4
ANNOTATED OUTLINE 4-2 INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job Analysis
4-3 Nature of job analysis  Job Analysis Job Analysis Job Tasks Job Duties Job Responsibilities
Partial job analysis questionnaire  4-4 The information about a job is usually collected through a structured questionnaire:   Job Analysis ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Cont…
Partial job analysis questionnaire  4-5 Job Analysis ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Cont…
Partial job analysis questionnaire  4-6 Job Analysis ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
4-7 Job Analysis Benefits of Job analysis   Job analysis information is useful for a variety of organisation purposes ranging from human resource planning to career counselling
4-8 Job Analysis Important benefits of Job Analysis
Who should conduct job analysis? 4-9 Job Analysis ,[object Object],[object Object],[object Object]
The process of Job analysis  4-10 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Job Analysis
The Competency Approach to Job Analysis  4-11 This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job.  Job Analysis
4-12 Methods Of Collecting Job Analysis Data   Job Analysis ,[object Object],[object Object],[object Object],[object Object],[object Object]
4-13 Guidelines for conducting job analysis interviews   Job Analysis ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
4-14 Job Analysis ,[object Object],[object Object],[object Object],[object Object],Methods Of Collecting Job Analysis Data
4-15 Employee activities in PAQ 1.  Information Input:  Where and how does the employee get the information he/she  uses in performing his/her job. Examples: Use of written materials. Near-visual differentiation. 2. Mental Processes:  What reasoning, decision making, planning and information- processing activities are involved in performing the job? Examples: Levels of reasoning in problem solving. Coding/decoding 3. Physical activities:  What physical activities does the employee perform and what  tools or devices does he/she use? Examples: Use of Keyboard devices. Assembling/disassembling. Job Analysis Cont…
4-16 Job Analysis 4. Relationships with other people:  What relationships with other people are  required in performing the job? Examples: Instructing. Contacts with public, customers. 5. Job context:  In what physical and social context is the work performed? Examples: High temperature. Interpersonal conflict situations. 6. Other Job characteristics:  What activities, conditions, or characteristics other than  those described above are relevant to the job? Examples: Specified work pace. Amount of job structure. Employee activities in PAQ
Management Position Description Factors  4-17 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Job Analysis ,[object Object],Methods Of Collecting Job Analysis Data
4-18 Job Analysis ,[object Object],Methods Of Collecting Job Analysis Data
4-19 Job Analysis Behavioural Factors Impacting Job Analysis The following behavioural factors must be taken care of while carrying out a job analysis:   ,[object Object],[object Object],[object Object],[object Object],[object Object]
4-20 Job Analysis Job Description And Job Specification   The end products of job analysis are:  Job description:  this is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done.
Specimen of Job Description 4-21 Job Analysis Title Compensation manager Code HR/2310 Department Human Resource Department  Summary  Responsible for the design and administration of employee  compensation programmes. Duties  Conduct job analysis.    Prepare job descriptions for current and projected  positions.    Evaluate job descriptions and act as Chairman of Job  Evaluation Committee.    Insure that company’s compensation rates are in tune with  the company’s philosophy.  Cont…
Specimen of Job Description 4-22 Job Analysis    Relate salary to the performance of each employee.  Conduct periodic salary surveys.    Develop and administer performance appraisal  programme.    Develop and oversee bonus and other employee  benefit plans.    Develop an integrated HR information system. Working conditions Normal. Eight hours per day. Five days a week. Report to Director, Human Resource Department. Job specification:  it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
4-23 Job Analysis Specimen of job specification  Education  MBA with specialisation in HRM/MA in social work/PG  Diploma in HRM/MA in industrial psychology.    A degree or diploma in Labour Laws is desirable. Experience    At least 3 years’ experience in a similar position in a large  manufacturing company. Skill, Knowledge, Abilities    Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation  survey techniques, of performance appraisal systems.    Skill in writing job descriptions, in conducting job analysis  interviews, in making group presentations, in performing  statistical computations     Ability to conduct meetings, to plan and prioritise work. Work Orientation Factors    The position may require upto 15 per cent travel. Age    Preferably below 30 years.
4-24 Job Analysis Role Analysis   To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps:   ,[object Object],[object Object],[object Object],[object Object]
4-25 Job Analysis Job Analysis In A Jobless World   In recent times, the traditional way of jobs having a clearly-delineated set of duties and responsibilities is being increasingly questioned. For example, knowledge workers do not like standardised, routinised operations to be carried out in a fixed, predetermined time schedule. Talented ones, again, may require jobs with stretch pull and challenge. They may want to carry out their duties in a flexible manner.
4-26 Job Analysis A close look at the jobs inside India’s best work places ,[object Object],[object Object],[object Object],Cont…
[object Object],[object Object],4-27 Job Analysis A close look at the jobs inside India’s best work places
4-28 Job Analysis ,[object Object],[object Object],[object Object],[object Object],Job Analysis In A Jobless World

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Job Analysis

  • 1. Chapter JOB ANALYSIS EXCEL BOOKS 4-1 4
  • 2. ANNOTATED OUTLINE 4-2 INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job Analysis
  • 3. 4-3 Nature of job analysis Job Analysis Job Analysis Job Tasks Job Duties Job Responsibilities
  • 4.
  • 5.
  • 6.
  • 7. 4-7 Job Analysis Benefits of Job analysis Job analysis information is useful for a variety of organisation purposes ranging from human resource planning to career counselling
  • 8. 4-8 Job Analysis Important benefits of Job Analysis
  • 9.
  • 10.
  • 11. The Competency Approach to Job Analysis 4-11 This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job. Job Analysis
  • 12.
  • 13.
  • 14.
  • 15. 4-15 Employee activities in PAQ 1. Information Input: Where and how does the employee get the information he/she uses in performing his/her job. Examples: Use of written materials. Near-visual differentiation. 2. Mental Processes: What reasoning, decision making, planning and information- processing activities are involved in performing the job? Examples: Levels of reasoning in problem solving. Coding/decoding 3. Physical activities: What physical activities does the employee perform and what tools or devices does he/she use? Examples: Use of Keyboard devices. Assembling/disassembling. Job Analysis Cont…
  • 16. 4-16 Job Analysis 4. Relationships with other people: What relationships with other people are required in performing the job? Examples: Instructing. Contacts with public, customers. 5. Job context: In what physical and social context is the work performed? Examples: High temperature. Interpersonal conflict situations. 6. Other Job characteristics: What activities, conditions, or characteristics other than those described above are relevant to the job? Examples: Specified work pace. Amount of job structure. Employee activities in PAQ
  • 17.
  • 18.
  • 19.
  • 20. 4-20 Job Analysis Job Description And Job Specification The end products of job analysis are: Job description: this is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done.
  • 21. Specimen of Job Description 4-21 Job Analysis Title Compensation manager Code HR/2310 Department Human Resource Department Summary Responsible for the design and administration of employee compensation programmes. Duties  Conduct job analysis.  Prepare job descriptions for current and projected positions.  Evaluate job descriptions and act as Chairman of Job Evaluation Committee.  Insure that company’s compensation rates are in tune with the company’s philosophy. Cont…
  • 22. Specimen of Job Description 4-22 Job Analysis  Relate salary to the performance of each employee. Conduct periodic salary surveys.  Develop and administer performance appraisal programme.  Develop and oversee bonus and other employee benefit plans.  Develop an integrated HR information system. Working conditions Normal. Eight hours per day. Five days a week. Report to Director, Human Resource Department. Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
  • 23. 4-23 Job Analysis Specimen of job specification Education  MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology.  A degree or diploma in Labour Laws is desirable. Experience  At least 3 years’ experience in a similar position in a large manufacturing company. Skill, Knowledge, Abilities  Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems.  Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations  Ability to conduct meetings, to plan and prioritise work. Work Orientation Factors  The position may require upto 15 per cent travel. Age  Preferably below 30 years.
  • 24.
  • 25. 4-25 Job Analysis Job Analysis In A Jobless World In recent times, the traditional way of jobs having a clearly-delineated set of duties and responsibilities is being increasingly questioned. For example, knowledge workers do not like standardised, routinised operations to be carried out in a fixed, predetermined time schedule. Talented ones, again, may require jobs with stretch pull and challenge. They may want to carry out their duties in a flexible manner.
  • 26.
  • 27.
  • 28.