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Person Job Fit2=4


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Person Job Fit2=4

  1. 1. Person Job Fit Job Profiling
  2. 2. <ul><li>Major dimensions </li></ul><ul><ul><li>Job Analysis </li></ul></ul><ul><ul><li>Job Descriptions </li></ul></ul><ul><ul><li>Job Specifications </li></ul></ul>Job Profiling
  3. 3. <ul><li>A basic unit of organizational performance. </li></ul><ul><li>Job consists of: </li></ul><ul><ul><li>Content factors (internal) : task, duties, behavior, authority, output, performance standards </li></ul></ul><ul><ul><li>Context factors (external) : equipment, physical/social work condition, work schedule, organizational context </li></ul></ul><ul><ul><li>Human requirements (quality) : knowledge, skills & experience, personal attributes </li></ul></ul>Job
  4. 4. Job Analysis <ul><li>Process of gathering, recording and interpreting information about the content, context and human requirements of a job that differentiates it from other jobs for the purpose of making certain judgement about the job and its place in the overall organizational context. </li></ul>
  5. 5. Information Requirements <ul><ul><li>Job identification </li></ul></ul><ul><ul><li>Relationships & interactions with others </li></ul></ul><ul><ul><li>Work activities & requirements </li></ul></ul><ul><ul><li>Human behaviors </li></ul></ul><ul><ul><li>Machines, tools, equipment & work aids </li></ul></ul><ul><ul><li>Performance standards </li></ul></ul><ul><ul><li>Job context or work conditions </li></ul></ul><ul><ul><li>Human requirements or competencies </li></ul></ul>
  6. 6. Uses of Job Analysis Job Analysis Job Description & Job Specification Recruitment & Selection Decisions Performance Appraisal Job Evaluation Wage & Salary Decisions Training Requirements
  7. 7. JA Outputs <ul><li>Job description </li></ul><ul><ul><li>A statement defining the job’s nature and scope and work requirements (e.g. duties, responsibilities, reporting relationships, authority) </li></ul></ul><ul><li>Job specification </li></ul><ul><ul><li>A statement defining the human requirements of the job for its effective performance (e.g. skills, education, personal attributes). </li></ul></ul><ul><li>Sometimes, job description and job specification may be integrated into one. </li></ul>
  8. 8. Uses of JA Information <ul><li>Recruitment and selection </li></ul><ul><li>Compensation </li></ul><ul><li>Performance Appraisal </li></ul><ul><li>Training </li></ul>
  9. 9. Steps in Job Analysis <ul><ul><li>Decide how to use the information </li></ul></ul><ul><ul><li>Review relevant background information </li></ul></ul><ul><ul><li>Select representative positions </li></ul></ul><ul><ul><li>Conduct the analysis </li></ul></ul><ul><ul><li>Verify with the worker and supervisor </li></ul></ul><ul><ul><li>Develop a job description and job specification </li></ul></ul>
  10. 10. Dimensions of JA Methods <ul><li>Type of job analysis information </li></ul><ul><ul><li>Task oriented </li></ul></ul><ul><ul><li>Person oriented </li></ul></ul><ul><li>Form of job information </li></ul><ul><ul><li>Qualitative </li></ul></ul><ul><ul><li>Quantitative </li></ul></ul>
  11. 11. Methods of collecting information <ul><ul><li>Interview </li></ul></ul><ul><ul><li>Questionnaire </li></ul></ul><ul><ul><li>Observation </li></ul></ul><ul><ul><li>Participant diary/logs </li></ul></ul><ul><ul><li>Quantitative techniques </li></ul></ul><ul><ul><li>Multiple source of information </li></ul></ul>
  12. 12. Critical Issues of Job Analysis <ul><li>Behavioral aspects (employees’ concerns) </li></ul><ul><li>Legal aspects </li></ul><ul><li>Acceptability and cost </li></ul>
  13. 13. Critical Issues of Job Analysis <ul><li>Reliability (consistency of measurement) </li></ul><ul><ul><ul><li>Test - retest/ repeated measure </li></ul></ul></ul><ul><ul><ul><li>Inter- rater </li></ul></ul></ul><ul><ul><ul><li>Inter- sample </li></ul></ul></ul><ul><li>Validity (accuracy of measurement) </li></ul><ul><ul><ul><li>Expert opinions </li></ul></ul></ul><ul><ul><ul><li>Multiple convergence </li></ul></ul></ul>
  14. 14. Job Descriptions (JD) <ul><li>Job identification including job purpose/ summary </li></ul><ul><li>Job contents </li></ul><ul><li>Working conditions and physical environment </li></ul>
  15. 15. Job Identification <ul><li>Position title </li></ul><ul><li>Grade/ level </li></ul><ul><li>Job code </li></ul><ul><li>Service group </li></ul><ul><li>Department/ unit </li></ul><ul><li>Location </li></ul><ul><li>Reports to </li></ul><ul><li>Supervises </li></ul><ul><li>Relations </li></ul><ul><li>Job purpose/ summary </li></ul>
  16. 16. Job Contents <ul><li>Responsibilities and duties </li></ul><ul><li>Authority </li></ul><ul><li>Key result area (KRA) </li></ul><ul><li>Performance standards/ indicators </li></ul>
  17. 17. Responsibilities and Duties <ul><li>Performs what action? (plural action verb) </li></ul><ul><li>To whom or what? (object of the verb) </li></ul><ul><li>To produce what? (expected output) </li></ul><ul><li>Examples </li></ul><ul><ul><ul><li>Establish marketing goals to ensure share of market. </li></ul></ul></ul><ul><ul><ul><li>Develop and administer performance appraisal program for accurate and effective assessment of staff performance. </li></ul></ul></ul>
  18. 18. Authority <ul><li>Defines the limits of job holder’s authority </li></ul><ul><ul><li>Spending authority </li></ul></ul><ul><ul><li>Rewarding and disciplining authority </li></ul></ul><ul><ul><li>Using or allocating authority </li></ul></ul><ul><ul><li>Demanding or acquiring authority </li></ul></ul>
  19. 19. Performance Standards <ul><li>Examples: </li></ul><ul><li>Duty </li></ul><ul><ul><li>Develop and administer performance appraisal program </li></ul></ul><ul><li>Indicators and standards </li></ul><ul><ul><li>Completion of appraisal forms (95 percent employees complete the firm two weeks before the end of the year) </li></ul></ul><ul><ul><li>Data availability for rewards and development decisions (relevant performance data of all employees is available for decisions to the top management within two weeks of the new year) </li></ul></ul>
  20. 20. Job Specification (JS) <ul><li>A statement that describes the minimum acceptable qualifications that the incumbent (job-holder) must possess to perform the job successfully. </li></ul><ul><li>Based on the information acquired through job analysis, the job specification identifies the knowledge, skills, and abilities needed to do the job effectively </li></ul><ul><li>A Common Format for a Job Specification : </li></ul><ul><ul><li>Education and training </li></ul></ul><ul><ul><li>Experiences </li></ul></ul><ul><ul><li>Skills (social skills, communication skills, etc) </li></ul></ul><ul><ul><li>Other psychological and physical attributes: e.g: creative, open-minded, analytical, smart / pleasant looking, strong, etc. </li></ul></ul>