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JOB ANALYSIS

JOB ANALYSIS. Organizational. Frameworks and Challenges. Preparation and Selection. Employee Relation and Assessment. Objectives Societal Organizational Functional Personal. Compensation and Protection. Development and Evaluation. Societal. Professional (Employees).

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JOB ANALYSIS

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  1. JOB ANALYSIS

  2. Organizational Frameworks and Challenges Preparation and Selection Employee Relation and Assessment Objectives • Societal • Organizational • Functional • Personal Compensation and Protection Development and Evaluation Societal Professional (Employees) Feedback Challenges HRM Model & Subsystem

  3. A Job is a pattern of tasks, duties, and responsibilities that can be done by a person Jobs are the link between organizations and their human resources JOB ANALYSIS Job - Consists of a group of tasks that must be performed for an organization to achieve its goals Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization

  4. Job analysis is systematic process for collecting (collected, evaluated, and organized) information on the important work-related aspects of a job (tasks, duties, and responsibilities) Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization JOB ANALYSIS

  5. JOB ANALYSIS Identifies components of job by answering 4 questions: • What does incumbent actually do? • What are duties, responsibilities, & performance expectations? • What KSAs (knowledge, skill and attitude) are needed for success? • What are conditions, location, physical & social needs, supervision needs, etc. under which job is performed?

  6. JOB ANALYSIS Tasks Responsibilities Duties • Human Resource Planning • Recruitment • Selection • Training and Development • Performance Appraisal • Compensation and Benefits • Safety and Health • Employee and Labor Relations • Legal Considerations • Job Analysis for Teams Job Descriptions Job Analysis Job Standards Job Specifications Knowledge Skills Attitudes

  7. JOB ANALYSIS Jobidentification Application : • Job descriptions • Job specifications • Job standards General familiarity with organization and type of work Questionnaire development Data collection Base information for : • Job design • HR planning • Recruitment, selection and training • Performance evaluation • Compensation and benefit • EEO Compliance Addition to HRIS

  8. JOB ANALYSIS

  9. JOB ANALYSIS Essential Characteristics of Job Analysis Data • Provides information about jobs that distinguishes between jobs • Provides the necessary information to distinguish between different performance levels within the job

  10. Job Descriptions A Job Description is a written statement that explain the duties (what the job is, how it is done and why), working conditions and other aspects of a specified job. It’s a profile of the job

  11. Job Specifications A Job Specification describes the job demands on the employees who do it and the human skills that are required (experience, training, education and the ability to meet physical and mental demand). It’s a profile of the human characteristics

  12. Job Standards Job Standards are a key part of any control system (standards, measures, correction, and feedback) which have two functions: first; become the targets for employee efforts, second; used as criteria against which job success is measured. It’s a target as well as criteria

  13. BREVARD GENERAL HOSPITAL JOB DESCRIPTION Job tittle : Job Analyst Date : January 3, 1996 Job Location : Personnel Departement Job Code : 166.088 Author : John Doakes Job Grade : 8 Status : Exempt Job Summary: Collect and develops job analysis information through interviews, questionnaires, observation, or other means. Job Duties: Design job analysis schedules and questionnaires. Collect job information. Interacts with workers, supervisors and peers. Writes job descriptions and job specification Reports safety hazards to area manager and safety departments. Working Conditions: Works most of the time in well-ventilated modern office. Data collection often requires on site work under every working condition found in company. Works standard 8 am to 5 pm, except to collect second-shift data and when travelling (one to three days per month) The above information is correct approved by: ______________________ _________________________ Job analyst Department Manager

  14. JOB SPECIFICATIONS JABATAN : WAITER 1. Pendidikan Minimal : D 3 / Perhotelan 2. Pelatihan Minimal : Training bahan dan cara penyajian makanan 3. Pengalaman Minimal : Sebagai Trainee di hotel minimal 6 bulan 4. Persyaratan Fisik : Sehat fisik dan mental, Tinggi minimal 160 cm 5. Persyaratan Jenis Kelamin : - 6. Persyaratan Usia Minimal : 21 tahun Maksimal : - 7. Persyaratan Sikap & Perilaku : Sopan santun, teliti, hati-hati dan cekatan (gesit)

  15. JOB PERFORMANCE STANDARD JABATAN: Kepala Seksi Perakitan TV TUGAS: Memenuhi Jadwal Produksi Harian • Kelompok kerja memproduksi tidak kurang dari 300 unit per hari kerja • Rata-rata tingkat “reject” per bulan dari output yang dihasilkan tidak lebih dari 2% • Lembur mingguan tidak melebihi dari 5 jam kerja efektif.

  16. Job design is a systematical process by which jobs are characterized and engineered based on its elements to gain organizational productivity and employee satisfaction Organizational elements Environmental elements Behavioral elements Job design Productive and satisfying job Feedback JOB DESIGN

  17. Organizational elements Environmental elements Behavioral elements Efficiency • Mechanistic approach • Work flow • Work practices • Ergonomics Potential employee and values Individual needs • Autonomy • Variety • Task identity • Task significance • Feedback • Employee abilities and availability • Social cultural expectations JOB DESIGN ELEMENTS

  18. JOB REDESIGN • Work simplification • Reengineering UNDER SPECIALIZATION JOB REDESIGN • Job rotation • Job enlargement • Job enrichment • Autonomous work teams OVER SPECIALIZATION

  19. JOB REDESIGN • Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker • Job enlargement - Changes in the scope of a job to provide greater variety to the worker • Reengineering - Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed

  20. JOB REDESIGN PLAN DO CONTROL

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