Downloaded 160 times
Uploaded byRai University
Mba ii hrm u-2.2 job analysis
Job analysis is the process of determining the duties, skills, and qualifications required for a job. It involves gathering job data through methods like observation and interviews. This information is used to create job descriptions and specifications. A job description outlines the key responsibilities and requirements of a role, while a specification lists the necessary qualifications, skills, and traits for an individual to perform the job well. Together, job descriptions and specifications are used for strategic HR purposes like recruitment, performance management, and compensation. Job design aims to match job requirements to human attributes through approaches like job simplification, rotation, enlargement, and enrichment.
EducationâŚ
More Related Content
Similar to Mba ii hrm u-2.2 job analysis
Mba ii hrm u-2.2 job analysis
- 1. Job analysis Course: MBASEM 2 Subject: Human Resource Management Unit 2
- 2. WHAT IS JOBANALYSIS? ďŽ The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. ďŽ Job analysis produces information used for writing job descriptions and job specifications.
- 3. 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
- 4. Methods of CollectingJob Data Observation Questionnaire Checklists Diary Interviews Job Data Technical Conference
- 5. 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
- 6. JOB DESCRIPTION ďŽ Itis a written record of the duties, responsibilities and requirements of a particular job. ďŽ It is a statement describing the job in such terms as its title, location, duties, working conditions and hazards.
- 7. JOB DESCRIPTION Job Identification Job Summary Responsibilities and Duties Authorityof the Incumbent Standards of Performance Working Conditions Job Specifications Sections of a Typical Job Description
- 8. JOB SPECIFICATION ďŽ Jobspecification: A list of jobâs â human requirements â, i.e, the requisite education, skills, personality and so on. ďŽ It is a statement of summary of personnel requirements for a job. ďŽ It may also be called âstandard of personal for the selectionâ
- 9. Writing Job Specification Specifications forTrained Versus Untrained Personnel Specifications Based on Statistical Analysis âWhat traits and experience are required to do this job well?â Specifications Based on Judgment
- 10. 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
- 11. Job analysis ina Jobless World Job Enlargement -Horizontal expansion Job Enrichment -Redesign Job Design: Specialization and Efficiency? Job Rotation -Moving
- 12. Job analysis ina Jobless World (Contâd) Flattening the Organization -Reducing to just three or four levels Reengineering Business Processes Dejobbing Using Self- Managed Work Teams -Multi-skilled -Cross-functional -Self-directed Broadening Responsibilities and encouraging employees not to limit themselves to their job descriptions
- 13. JOB DESIGN ďŽ Jobdesign is an attempt to create a match between job requirements and human attributes. ďŽ Milkovich and Boudreau defined job design as, âJob design integrates work content (tasks, functions, and relationships), the rewards (extrinsic and intrinsic) and the qualifications required (skills, knowledge, abilities) for each job in a way that meets the needs of employees and the organizationâ.
- 14. Methods of JobDesign A) Job Simplification: In it, the complete job is broken down into small subparts; this is done so that employee can do these jobs without much specialized training B) Job Rotation: Another technique designed to enhance employee motivation is job rotation, or periodically assigning employees to alternating jobs or tasks.
- 15. C) Job Enlargement: Increasingemployeeâs satisfaction with routine jobs is job enlargement, or increasing the number of tasks performed (i.e. increasing the scope of the job). D) Job Enrichment: If the job is designed in such a manner that it becomes more interesting and challenging to the job performer and provides him opportunities for achievement, recognition, responsibility, advancement and growth, the job itself becomes a source of motivation to the individual
- 16. Bibliography ďŽ http://www.whatishumanresource.com ďŽ HumanResource and Personnel Management- K. Aswathappa, Tata McGraw Hill