This document provides information about a course on human resource management. It includes the course code, teacher details, course format and requirements. It then defines various job-related terms and describes the purpose and process of job analysis, including collecting data and developing a job requirements matrix. It also explains the components and purpose of job descriptions and job specifications, including required knowledge, skills, abilities, and qualifications. Performance standards that define expected quality and quantity of work are also discussed.

1. 1
Unit 2
Job Analysis, Job Description, Job Specification
AIT - MBA / Department of Management Studies
2nd Semester / Feb- 2019 to June 2019
Course Code: 18MBA21 - Human Resource Management
Course Teacher
Dr. MM Bagali, PhD
Senior Management Professional
22 years of Benchmark PG Experience
Human Resources Management

2. module / unit 2
Job Analysis
Job Description
Job Specification
staffing managementJ

3. Course Format and Formalities !!
Human Resources Management
Individual / Group - Class
Presentation
Individual / Group - Book
Review in HRM
Individual / Group - Case
Analysis and Presentation
Individual / Group - CII /
FKCCI / NHRD /
NASSCOM Research
Report
Requirements
ppt and Hard copy submission
Requirements
One- Two Hard copy
submission
Requirements
ppt and Hard copy submission
Requirements
Hard copy submission and Oral
Presentation

4. Any Job should have :
– Meaning
– Role defined
– Risk involved
– Responsibility
– Duties
– Skills and Competency required
– And required qualitative aspects
Tasks | Tools Used | Knowledge | Skills | Abilities | Work
Activities | Detailed Work Activities | Work Context |
Education | Credentials | Interests | Work Styles | Work
Values |
Human Resources Management

5. Job related terms
• Job analysis
• Job bank
• Job classification
• Job codes
• Job description
• Job displacement
• Job enlarging
• Job enrichment
• Job evaluation
• Job group
• Job offer letter
Job posting
Job pricing
Job ranking
Job redesign
Job reference
Job-relatedness
Job rotation
Job sampling
Job shadowing
Job sharing
Job Specification
Job title
Human Resources Management
https://www.onetonline.org/
O*NET OnLine has detaileddescriptions of the world ofwork for use by job
seekers, workforce
development and HR
professionals, students,researchers, and more!

6. Job Analysis
Human Resources Management
Purpose of Job Analysis
• The purpose of Job Analysis is to establish and document the 'job
relatedness' of employment procedures such as training, selection,
compensation, and performance appraisal.
https://www.shrm.org/academicinitiatives/universities/teachingresources/Documents/Job_Analysis_IM_FINAL.pdf
How Do You Define a Job: By Hours or Tasks? Harvard Business Review, Tammy Erickson FEBRUARY 05, 2008

7. Job Analysis is a process to
identify and determine in
detail the particular job
duties and requirements
and the relative importance
of these duties for a given
job. Job Analysis is a
process where judgements
are made about data
collected on a job.
Job Analysis
Job analysis is the process
of studying jobs to gather,
analyze, synthesize and
report information about
job responsibilities and
requirements and the
conditions under which
work is performed.
The Job; not the person
An important concept of
Job Analysis is that the
analysis is conducted of
the Job, not the person.
While Job Analysis data
may be collected from
incumbents through
interviews or
questionnaires, the
product of the analysis is a
description or
specifications of the job,
not a description of the
person
Human Resources Management

8. Human Resources Management
Job Analysis

9. Human Resources Management
Job Role and Analysis

10. Human Resources Management
Job Role and Analysis

11. Compensation
• Job Analysis can be used in compensation to identify or determine:
• skill levels
• compensable job factors
• work environment (e.g., hazards; attention; physical effort)
• responsibilities (e.g., fiscal; supervisory)
• required level of education (indirectly related to salary level)
Selection Procedures
• Job Analysis can be used in selection procedures to identify or develop:
• job duties that should be included in advertisements of vacant positions;
• appropriate salary level for the position to help determine what salary should be offered
to a candidate;
• minimum requirements (education and/or experience) for screening applicants;
• interview questions;
• selection tests/instruments (e.g., written tests; oral tests; job simulations);
• applicant appraisal/evaluation forms;
• orientation materials for applicants/new hires
Human Resources Management
WhyJobAnalysis

12. Performance Review
• Job Analysis can be used in performance review to identify or develop:
• goals and objectives
• performance standards
• evaluation criteria
• length of probationary periods
• duties to be evaluated
Determining Training Needs
• Job Analysis can be used in training/"needs assessment" to identify or develop:
• training content
• assessment tests to measure effectiveness of training
• equipment to be used in delivering the training
• methods of training (i.e., small group, computer-based, video, classroom...)
Human Resources Management
WhyJobAnalysis

13. Data Sources
• Job incumbent
• Supervisor or manager
• Former jobholders
• Job analyst
• Subject matter experts (SMEs)
• Industry resources
• Professional organizations like
SHRM / NHRD / NIPM/
NASSCOM / CII……..
• Observation
• Work sample
• Work diary
• Interview
• Questionnaire
• Perform the job
• Background records
Human Resources Management
http://www.yourarticlelibrary.com/hrm/job-analysis-methods-methods-of-data-collection-for-job-analysis/35245

14. Job Requirements Matrix
Tasks
KSAs
Specific Tasks Task
Dimensions
Importance (%
of time)
Nature Importance to
tasks (1-5)
Human Resources Management

15. Job Description
Human Resources Management
www.onetonline.org

16. A job description is a written description of a job which
includes information regarding the general nature of the work
to be performed, specific responsibilities and duties and the
employee characteristics required to perform the job
Human Resources Management
http://eap.ucop.edu/Documents/_forms/job-description-prototype.pdf

17. Job Description
The job description should include at least the following elements:
– Job title
– Job code
– Job summary
– Essential job duty task statements
– Job context or any unusual element
Human Resources Management
https://www.onetonline.org/
O*NET OnLine has detaileddescriptions of the world ofwork for use by job
seekers, workforce
development and HR
professionals, students,researchers, and more!

18. WHAT IS INCLUDED IN A JOB DESCRIPTION?
Title
– Communicates the level, responsibility and type of work.
– Use titles that are common in your industry
Employment status
– Full-time, Part-time, Temporary
Human Resources Management
https://www.hr.uic.edu/UserFiles/Servers/Server_2716/File/d_hiring/guide_writing_jobdescriptions.pdf

19. WHAT IS INCLUDED IN A JOB DESCRIPTION? (CONT’D)
Location:
– Address and/or city where job will be located.
– Include information if position does not report to a specific
location.
Duties/responsibilities:
– List duties/tasks:
• Major or minor
• Include essential functions of the job
– Include knowledge, skills and abilities necessary to perform
job.
– Incorporate decision-making requirements.
– Add scope of authority (i.e., hiring/firing).
– Include description of complex tasks.
Human Resources Management

20. Human Resources Management
Tasks | Technology Skills | Tools Used | Knowledge | Skills | Abilities | Work Activities |
Detailed Work Activities | Work Context | Job Zone | Education | Credentials | Interests |
Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings |
Additional Information

21. Human Resources Management

22. ACTION VERBS
• Accumulate
• Administer
• Advise
• Allocate
• Approve
• Collaborate
• Collect
• Communicate
• Compile
• Conduct
• Consult
• Counsel
• Create
• Delegate
• Deliver
• Develop
• Direct
• Distribute
• Draft
• Edit
• Educate
• Establish
• Estimate
• Formulate
• Furnish
• Gather
• Guide
• Interact
• Invent
• Issue
• Manage
• Market
• Motivate
• Negotiate
• Obtain
• Order
• Participate
• Plan
• Present
• Provide
• Reconcile
• Recruit
• Research
• Review
• Solicit
• Solve
• Submit
• Supervise
• Supply
• Test
• Train
• Translate
Human Resources Management
WHAT IS INCLUDED IN A JOB DESCRIPTION?

23. Job Specification
Job specifications are the personal/individual requirements
expected from the employee. They list any educational
requirements, desired experience and specialized skills or
knowledge required. Job specifications complement job
descriptions.

24. Job Specification
• The job specification should include at least the following
elements:
– Job title
– Job code
– Job summary
– Knowledge required to perform job
– Skills required to perform job
– Abilities required to perform job
– Education required
– Experience required
Human Resources Management

25. Job Specification
• Expand Cognitive Abilities — Abilities that influence the acquisition
and application of knowledge in problem solving
• Expand Physical Abilities — Abilities that influence strength,
endurance, flexibility, balance and coordination
• Expand Psychomotor Abilities — Abilities that influence the capacity
to manipulate and control objects
• Expand Sensory Abilities — Abilities that influence visual, auditory
and speech perception
Human Resources Management

26. Performance Standards
• Performance standards define the level of expected quality and
quantity of work produced on the job
• Standards must be consistent and reasonable
• Performance standards help the employee gauge performance on
the job
Human Resources Management

27. Performance Standards
• Administration and Management — Knowledge of business and
management principles involved in strategic planning, resource
allocation, human resources modeling, leadership technique,
production methods, and coordination of people and resources
• Education and Training — Knowledge of principles and methods for
curriculum and training design, teaching and instruction for individuals
and groups, and the measurement of training effects
• Psychology — Knowledge of human behavior and performance;
individual differences in ability, personality, and interests; learning and
motivation; psychological research methods; and the assessment and
treatment of behavioral and affective disorders
Human Resources Management

28. Performance Standards
• Personnel and Human Resources — Knowledge of principles and
procedures for personnel recruitment, selection, training,
compensation and benefits, labor relations and negotiation, and
personnel information systems
• Law and Government — Knowledge of laws, legal codes, court
procedures, precedents, government regulations, executive
orders, agency rules, and the democratic political process
• ……..
Human Resources Management

29. Thanks !!!
Lets move forward next time !!!
hod-mba@acharya.ac.in
[ CV ]
R ; PhD – HR area ; FDP – Mgt- XLRI
Work (HR); PhD - Management (area: HR)
Organisational HRM
PhD in Management
Star NAAC University of India
in Social Work- Human Resources
5 Star NAAC University of India
Academic Work
+ years of Benchmark HR Teaching
AICTE Career Awardee in HRD
Accredited Management Teacher in HRD
radise Best Teacher Award in Management
Ideal Teacher Award
ia and Deccan Herald Best Teacher Award
Skills and Contribution
Teaching 20 years
Research 14 years
Coaching 14 years
Training 16 years
Consultancy 08 years
Mentoring 16 years
Research Contribution
12 PhD work Awarded
14 M.Phil awarded
earch Summer projects guided
/ Evaluated
Human Resources Management