Uploaded byArnab Roy Chowdhury
Job analysis - Unitedworld School of Business
This document discusses job analysis, which involves analyzing jobs to develop job descriptions and specifications. It defines job descriptions as statements containing details of job duties, equipment used, supervision, and working conditions. Job specifications define the necessary human qualifications, such as education, experience, skills, and traits. The document outlines the process of job analysis and methods for collecting job data. It explains that job analysis provides competitive advantages and is used for personnel planning, performance appraisal, hiring, training, job evaluation, health and safety, and other functions.
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Job analysis - Unitedworld School of Business
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- 2. Job Description andJob Specification in Job Analysis Job Description A statement containing items such as • Job title • Location • Job summary • Duties • Machines, tools, and equipment • Materials and forms used • Supervision given or received • Working conditions • hazards Job specification A statement of human qualifications necessary to do the job. Usually contains such items as • Education • Experience • Training • Judgement • Initiative • Physical efforts • Physical skills • Responsibilities • Communication skills • Emotional characteristics • Unusual sensory demands such as sight, smell, hearing Job Analysis A process of obtaining all pertinent job facts
- 3. Job Analysis offersCompetitive Advantage to a Firm • is a foundation for HRP • foundation for employee hiring • foundation for t & d • foundation for performance appraisal • foundation for wage and relay fixation • foundation for safety and health
- 4. Process of JobAnalysis Gather Information Process Information Job Description Job Specification Strategic Choices Uses of Job Description and Job Specification • Personnel Planning • Performance Appraisal • Hiring • Training and Development • Job Evaluation and Compensation • Health and Safety • Employee Discipline • Work Scheduling • Career Planning
- 5. Process of JobAnalysis • Strategic choices – employee involvement – levels of details – timing and frequency of analysis – past or future – sources of data • Information gathering • Information processing • Job description • Resulting in various outcomes
- 6. Methods of CollectingJob Data Observation Questionnaire Checklists Diary Interviews Job Data Technical Conference
- 7. Job Enlargement Tasks Drill holes AssembleParts Test Tasks Drill holes Assemble Parts Test Tasks Drill holes Assemble Parts Test Employee 1 Employee 2 Employee 3
- 8. Uses of JobsAnalysis Job Analysis Job Description Job Specification Job Evaluation Remuneration Training and Development Recruitment and Selection HRP Performance Appraisal Personnel Information Safety and Healthy
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- 10. Nature of JobDesign • Job design is the conscious efforts to organize tasks, duties and responsibilities into one unit of work. It involves – identification of individual tasks – specification of methods of performing the tasks – combination of tasks into specific jobs to be assigned to individuals
- 11. Job Design Factors Organisational Factors Environmental Factors BehaviouralFactors Job Design Productive and Satisfying Job Feedback
- 12. Comparison of FiveDesign Approaches MediumLow High LowMediumHigh Impact Complexity Job Rotation Job Engineering Job Enlargement Job Enrichment Socio-technical Systems
- 13. Contemporary Issues • Telecommuting •Alternative work patterns • Technostress • Task revision • Skill Development
- 14. Reality Check • Whydo people like jobs but hate work?
- 15. Reality Check • Amazon.comis one company that has de-jobbing practice. Here a worker is switching from a job to job three months’ intervals. The .com puts more emphasis on broader worker specification than on detailed job description. Do you find any other organisation (s) practising de- jobbing?
- 16. Reality Check List theexpectation of each of the following jobs: • A programmer • Receptionist • Executive assistance • Sales Rep
Editor's Notes
- #2 Human Resource Management, 5E Human Resource Management, 5E