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JOB ANALYSIS

JOB ANALYSIS. JOB ANALYSIS. Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them Job analysis is the process of collecting job related information

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JOB ANALYSIS

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  1. JOB ANALYSIS WWW.PPTMART.COM

  2. JOB ANALYSIS • Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them • Job analysis is the process of collecting job related information • The identification of criteria necessary for successful performance in a given job • Breakdown of job into its component activities • NOTE: JA focuses on the job rather than the job holder WWW.PPTMART.COM

  3. Purpose of a Job Analysis • Necessary to success of human resource functions and provides a legal foothold for organizations to defend themselves against employment-related litigation WWW.PPTMART.COM

  4. Uses of the Job Analysis • Human Resource Planning • Recruiting • Selection • Orientation • Placement • Performance Appraisal • Training & development • Job evaluation • Job Design • Promotions and transfers WWW.PPTMART.COM

  5. Products of Job Analysis • Job Description – Written statement about what job holder actually does, how, and why • Specifies the task requirements • Job Specifications – Delineate the KSAOs that seem necessary for job • Specifies the people requirements • Job Evaluation – Determine the worth of a job • Used to establish compensation rates WWW.PPTMART.COM

  6. Job Analysis Job Evaluation Job Description Job Specifications • Selection • Placement Compensation • Criterion Development • Performance Appraisal • Job Design/Redesign • Training WWW.PPTMART.COM

  7. Process in Job Analysis Organizational Analysis • Selection of jobs to be analyzed • Select jobs for analysis • Data Collection • Determine what information to collect and how • Process the information Job Description Job Specification WWW.PPTMART.COM

  8. Information Collected for Job Analysis • Actual work activities • Interaction with others • Machines, Tools, equipment, and other necessary work aids • Job context • Personal characteristics • Behavior requirements • Performance standards WWW.PPTMART.COM

  9. Job Description • A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. • The job description is based on objective information obtained through job analysis. • Job description acts as an important resource for–Describing the job to potential candidates–Guiding new hired employees in what they are specifically expected to do –Providing a point of comparison in appraising whether the actual duties align with the stated duties. WWW.PPTMART.COM

  10. Key Elements of the Job Description • Job identification data • Job summary • Job duties • Job environment • Job specifications • Minimum qualifications WWW.PPTMART.COM

  11. Example of Job Description JOB TITLE:_____ OCCUPATIONAL CODE:________ REPORTS TO:___ JOB NO. : ___________________ SUPERVISES:___ GRADE LEVEL: _______________ AS ON DATE :_________ FUNCTIONS: • __________________________________________ • __________________________________________ DUTIES AND RESPONSIBILITIES: • __________________________________________ • __________________________________________ JOB CHARACTERISTICS: • ___________________________________________ • ___________________________________________ WWW.PPTMART.COM

  12. Job specification • Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. • Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required WWW.PPTMART.COM

  13. Example of Job Specification • JOB TITLE:______________EDUCATION:_____________ PHYSICAL HEALTH: ___________________________________________ APPEARANCE: ___________________________________________ MENTAL ABILITIES: ___________________________________________ SPECIAL ABILITIES: ___________________________________________ PREVIOUS WORK EXPERIENCE: ___________________________________________ SPECIAL KNOWLEDGE & SKILLS: ___________________________________________ WWW.PPTMART.COM

  14. Standard Methods for Conducting Job Analysis • Standard methods generally take one of two forms: • Job-Oriented • Focus on describing various tasks that are performed on the job • Very specific task description • Worker-Oriented • Examine broad human behaviours involved in work activities • Description of general facets of the job WWW.PPTMART.COM

  15. Standard Methods for Conducting Job Analysis • Job-Oriented Approaches • Task Inventory Approach • Functional Job Analysis • Worker-Oriented Approaches • Job Element Method • Position Analysis Questionnaire • Common Metric System WWW.PPTMART.COM

  16. Job-Oriented Approaches Task Inventory Approach • Task statements generated by Subject Matter Experts (SMEs) • SMEs – Individuals who are incumbents or experts regarding the target job • Incumbents then put a check next to statements that describe their job • Data provide a picture of the job WWW.PPTMART.COM

  17. Job-Oriented Approaches Functional Job Analysis • Obtain information about what tasks a person performs and how those tasks are performed • Uses task statements, but they are rated on the following dimensions: • Data – Extent to which cognitive resources are needed to handle info, facts, ideas • People – extent to which interpersonal resources are needed • Things – Extent to which physical resources are needed (strength, speed etc) • Used to Create the Dictionary of Occupational Titles (DOT) WWW.PPTMART.COM

  18. Worker-Oriented Approaches Job Element Method • Identify the characteristics of superior workers on a job • Element here means – Knowledge, Skills, Abilities, and Other characteristics (KSAOs) necessary for effective performance • Use SMEs to develop list of job elements WWW.PPTMART.COM

  19. Worker-Oriented Approaches Position Analysis Questionnaire (PAQ) • Standardized instrument that focuses on general work behaviors • 194 items; SMEs decide about whether the item pertains to their job and evaluates it along a series of dimensions (importance to job, amount of time spent on this item, etc.). • Concerns: Not for white-collar jobs • Too abstract, so many jobs look similar WWW.PPTMART.COM

  20. Worker-Oriented Approaches Common Metric System • newly developed instrument (Harvey) • 2,077 items organized along 80 dimensions • Takes 3 hours to complete on-line • Items are more behaviorally specified than PAQ items and has a lower reading level • Relevant for both Managerial and Non-Managerial jobs WWW.PPTMART.COM

  21. JOB ANALYSIS IN A JOBLESS WORLD • From specialized to enlarged jobs • Dejobbing • Flatter organizations • Work teams • The boundary less organizations • Reengineering • Competency based job analysis WWW.PPTMART.COM

  22. Do visit • WWW.PPTMART.COM WWW.PPTMART.COM

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