Human Resource Management JOB ANALYSIS

2. Human Resource ManagementJOB ANALYSIS PRESENTED BY: Prof. P. Bastin Arockia Raj Assist. Prof Dept. of BBA St. Joseph’s College(Autonomous), Trichy.

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 4

5. 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 performthem DECISION IS MADE TO CHECK THAT: Whether already existing post is valuable or not. To create a Post. The JOB ANALYSIS

7. 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. What to do??

8. JOB ANALYSIS PROCESS

10. 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 toperform job Steps in Job Analysis Process

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. 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 Important Applications of Job Analysis

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

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

15. 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 Methods of Job Analysis: Observation

16. 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. Questionnaires

17. 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. Methods of Job Analysis:Previous studies

18. 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 Previous studies

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

20. 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 Work Diaries

21. 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. Methods of Job Analysis:Manager trying the job

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

23. 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).

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

25. THANK YOU