The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.

2. Human Resource Management JOB ANALYSIS PRESENTED BY: MAYA

3. What is a job? J0b Group of related activities and duties Made up of tasks Tasks Basic elements of jobs “ what gets done”

4. STAGES OF HRM

5. The JOB ANALYSIS A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them DECISION IS MADE TO CHECK THAT: Whether already existing post is valuable or not. To create a Post.

7. What to do?? Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.

8. JOB ANALYSIS PROCESS

10. Steps in Job Analysis Process Job descriptions—Task requirements Statement that explains duties working conditions, etc. of a job Job specifications—Person requirements Statement of what a job demands of the incumbent E.g., knowledge, skills, abilities (KSAs) and other characteristics required to perform job

11. Performance standards What is expected of workers JA may provide performance standards for job where performance is readily quantified, measurable, etc. May need to be augmented – e.g., participative goal-setting All of these uses form foundation for various HRM systems

12. Important Applications of Job Analysis The Job Analysis provides the foundation for almost everything HR is involved in. Job Descriptions Employee Selection Training Performance Appraisals Job Classification Job Evaluation Job Design and Redesign

13. Reasons For Conducting Job Analysis Training & Development Staffing Compensation & Benefits Safety and Health Employee and labor relation ship

14. METHODS Direct observation Interview of existing post holder Interview of immediate supervisor Questionnaires Previous studies Work dairies

15. Methods of Job Analysis: Observation Information Source Observing and noting the physical activities of employees as they go about their jobs Advantages Provides first-hand information Reduces distortion of information

16. Observation: Disadvantages: Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity Observer’s Difference of mental disposition. Analyst’s caliber should match employee’s caliber

17. Methods of Job Analysis: The Interview Information Sources Individual employees (existing job holder) Immediate boss (Supervisors ) with knowledge of the job. Interview format Structured Unstructured

18. The Interviews: Advantages Quick, direct way to find overlooked information required. Disadvantages Exaggeration or depreciation of importance of job In case of supervisor, he may not be interesting in the JD of the subordinates. Attitude may not be supportive. Difference in perception, attitude and aptitude of the interviewee. Lack of communication. Analyst’s caliber should match employee’s caliber.

19. Methods of Job Analysis: Questionnaires Information Source: Have employees fill out questionnaires to describe their job-related duties and responsibilities. Questionnaires format: Structured checklist.( to identify the task performed) Open ended questions

20. Questionnaires Advantages Quick and efficient way to gather information from large numbers of employees Quick and economical to use Disadvantages Expense and time consumed in preparing and testing the questionnaire. Becomes less useful where the employees lack verbal skills.

21. Methods of Job Analysis: Previous studies Information source: Past record of any employee. The analyst keeps the past record of the employees and keeps the previous experiences and issues related to the job analysis process of the organization.

22. Previous studies Advantages Easy to use this method. Helps to find out that whether it is beneficial or not Disadvantages Wrong assessment of previous post Bad performance of previous employee

23. Methods of Job Analysis: Work Diaries Information Source Workers keep a chronological diary/ log of what they do and the time spent on each activity.

24. Work Diaries Advantages Produces a more complete picture of the job Employee participation Maintained on daily basis. Disadvantages Distortion of information Depends upon employees to accurately recall their activities

25. Methods of Job Analysis: Manager trying the job This method is used to check the new post. In this method the manager start a new job to check that whether this job is beneficial or not. It’s a risky step to take because it may cause many fundamental problems.

26. Advantages and disadvantages Advantages: Very fruitful if the manager is an experienced analyst and strategic risk taker. Disadvantages: Very expensive Risky Time consuming

27. The person who conducts job analysis is interested in gathering data on what is involved in performing a particular job. Types of data collected, that may help in analysis are, ( WORK ACTIVITIES,WORK PERFORMANCES,WORK SCHEDULES,PERSONAL REQUIRMENTS).

28. Human resource experts cannot rely on individual job analysis techniques so normally all the methods are used collectively.

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