Job analysis is a systematic process to identify and describe the tasks, duties, responsibilities, and skills required for a particular job. There are several methods that can be used for job analysis including observation, individual interviews, group interviews, structured questionnaires, technical conferences, and diaries. The objectives of job analysis are to develop an accurate job description that outlines key responsibilities and requirements, determine job specifications like qualifications and skills needed, and allow for job evaluation to assess the relative value and compensation for a given role.
8 performance appraisal methods you should be aware ofAnand Inamdar
Performance appraisal is already being considered a necessary evil. Thus companies need to be careful while selecting out of these appraisal methods. The method should be able to provide value to the company as well as the employees and managers.
Job Analysis and Recruitment and SelectionAtul Chanodkar
- Job Analysis
- Job Description
- Job Specification
- Methods of Job Analysis
- Process of Job Analysis
- Purpose of Job Analysis
- Uses of Job Analysis Information
- Writing the Job Descriptions
- Writing Job Specification
- Recruitment and Selection
- Recruitment
- Selection
- Sources of Recruitment
- Methods of Selection
- Process of Selection
8 performance appraisal methods you should be aware ofAnand Inamdar
Performance appraisal is already being considered a necessary evil. Thus companies need to be careful while selecting out of these appraisal methods. The method should be able to provide value to the company as well as the employees and managers.
Job Analysis and Recruitment and SelectionAtul Chanodkar
- Job Analysis
- Job Description
- Job Specification
- Methods of Job Analysis
- Process of Job Analysis
- Purpose of Job Analysis
- Uses of Job Analysis Information
- Writing the Job Descriptions
- Writing Job Specification
- Recruitment and Selection
- Recruitment
- Selection
- Sources of Recruitment
- Methods of Selection
- Process of Selection
Job analysis is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs.
Paired comparison method of performance appraisalnanamoore807
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This ppt is the logical explanation of how job design and analysis helps the HR department to find or choose a perfect and efficient candidate for the organization. And a brief idea about the recruitment process and how it works.
2Part 2 Meeting Human Resources Requirements3Chapter 4 J.docxgilbertkpeters11344
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Part 2: Meeting Human Resources Requirements
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Chapter 4: Job Analysis and Job design
Job Analysis and job design
A major purpose of this chapter is to impress on students the importance of job design and job descriptions in providing a foundation for an effective HR program. Emphasized in the chapter is the necessity for basing decisions involving the various HR functions on the requirements of the job. The contributions that accurate job descriptions can render to more effective employee performance and to an equal employment opportunity program are also emphasized. In the chapter the reader is made aware of the principal approaches to job analysis and the techniques to be used in preparing job descriptions and specifications.
Employees make important contributions to the organization through the design of their jobs and the freedom they are given to perform their work. This chapter concludes by discussing important concerns regarding how jobs are designed, including ergonomics, employee empowerment, and various employee involvement techniques. Special emphasis is given to employee teams and the characteristics of all successful teams.Chapter Learning Outcomes
Lecture Outline
A job can be defined as an activity people do for which they get paid, particularly as part of the trade or occupation they occupy.
I. What Is a Job Analysis and How Does It Affect Human Resources Management?
Figure 4.1 will be useful in the discussion on job analysis. Ask students to name job requirements that have the potential to negatively affect protected class members (for example, height or weight requirements).
A job analysis is the systematic process of collecting information about all of the parameters of a job—its basic responsibilities, the behaviors, skills, and the physical and mental requirements of the people who do it.
A.
Major Parts of the Job Analysis
The two major pieces of information that come out of a job analysis:
· A job description is a written document that describes the overall purpose of the job, and tasks, duties, and responsibilities, or what human resources personnel refer to as TDRs, and the qualifications needed to do it.
· Job specifications, or qualifications, are a part of the written job description and outline in detail the specific knowledge, skills, abilities, and other attributes (often referred to as KSAOs) required of the person performing the job.
The information in a job analysis is crucial to a number of HRM functions, including the following.
· Strategic HR planning—a job analysis is used to examine a company’s organizational structure and strategically position it for the future.
· Workflow analysis and job design—the information generated by a job analysis can also be used to analyze a company’s work processes—that is, how work is done.
· Recruitment and selection—the information provided via a job analysis are contained in job advertisements, whether they are posted on organizational bulletin boards, Internet s.
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1. Job Analysis
Systematic exploration of the activities within a job is called Job analysis.
This analysis involves the identification and description of what is happening on the job. It is a
technical procedure used to define a job’s duties, responsibilities, and accountabilities.
Methods of Job Analysis
The basic methods by which HRM can determine job elements and skills for successful
performance include the following:
Observation method:
Job analysis technique in which data are gathered by watching employees work.
Although this method can give us first hand data but when it is practically implemented,
an employee may get confuse when being observed.
Individual interviewing:
Meeting with an employee and inquire about his job responsibilities comes under
personal interviewing method.
This method is effective and provides first hand information yet its tough and time
consuming when it comes to large scale job analysis.
Group interview method:
Meeting a group of employees to determine their respective job entail is group
interviewing method. Though the information we gather through this method can be
accurate but group dynamics may deviate individual opinions.
Structured questionnaire method:
In this method we design particular questionnaires, comprises of open-ended and close-
ended questions about employees task on job are to be floated among the respondents to
get the feedback. This is the professional way of conducting job analysis survey but it
lacks to clarify any of the feedback or to ask any follow up questions.
Technical conference method:
This method can be compared to a focus group in which particular job experts and job
analysts are being asked about certain job activities and job responsibilities. This method
can be effective when you are conducting job analysis for some generic job position but
this method may be abortive for a particular position in a particular company.
2. Diary method:
In this method a worker is asked to write his job activities in an orderly way. This method
doesn’t cover those job activities which are non recurrent. Moreover it needs a long
period of time to get it complete.
All of the above mentioned methods are mutually not exclusive methods with each one
having its pros and cons. The information gathered through these methods do only
portray about what a worker does on job, it doesn’t reflect what a worker should do
neither it suggest ameliorate. For an effective job assessment, one must utilize collection
of these methods as to get the best of the information. However the accurate and effective
information can be gathered from the employee, from the immediate supervisor, job
expert and professional job analyst.
Objectives of job analysis:
The following are the main objectives of job analysis,
Job description:
This is the summary of a particular position, includes job key responsibilities and
activities. It reflects job content, working environment and terms of the position. A
common format for job description includes job title, duties to be performed, the
distinguishing characteristics of the job, environmental conditions, and the authority and
responsibilities of the job holder.
Job specifications:
A statement listing the job requirements for the particular position, in terms of job
experience, qualification and skills set. Based on the information acquired through job
analysis, the job specifications identify pertinent knowledge, skills, education,
experience, certification and abilities.
Job evaluation:
Job evaluation reflects the respective value of a particular in the organization. Job
analysis also provides valuable information for job comparisons.
Job evaluation and job specification must be incorporated in the compensation program
of a particular company. Similar job specification must be given with a similar
compensation program.