Job analysis
Download as PPT, PDF4 likes2,836 views
This document discusses job analysis, which is defined as the systematic process of collecting and making judgments about all important information related to a job. It involves identifying tasks, duties, and the knowledge, skills, and abilities required to perform those tasks. Job analysis is used for various human resource purposes like staffing, training, compensation, and health and safety. It provides job descriptions and specifications. The key steps in job analysis are identifying how the information will be used, reviewing background data, selecting jobs to analyze, collecting data, developing job descriptions and specifications, and reviewing them with incumbents.
Job analysis
- 1. IPSAR B-School , Cuttack JOB ANALYSIS InstructorInstructor Mr. Shyamasundar TripathyMr. Shyamasundar Tripathy Management Faculty(HR)Management Faculty(HR)
- 2. Job Analysis: A Basic Human Resource Tool
- 3. •Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. •Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program.
- 4. Job Analysis Knowing Who Does What?
- 5. Purposes of the job Analysis
- 6. Major duties or activities required Conditions under which the job is performed
- 8. Work Effort directed toward producing or accomplishing results
- 9. Task A distinct, identifiable work activity composed of motions
- 10. Duty A larger work segment composed of several tasks that are performed by an individual.
- 11. Responsibility An obligation to perform certain tasks and duties.
- 12. Position Set of tasks and duties performed by single individual
- 13. Job Group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis
- 14. Occupation General class of jobs
- 15. Career Sequence of jobs held by individual throughout lifetime
- 16. Job Description Written narrative describing activities performed on a job; includes info about equipment used and working conditions.
- 17. Other Important Job Analysis Terms Job Specification Identifies major job responsibilities; outlines specific KSA, and other physical and personal characteristics necessary to perform a job.
- 18. Job Grouping of tasks, duties, & responsibilities that constitutes the total work assignment for employees
- 19. A job is a set of closely related activities carried out for pay
- 21. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
- 23. Identifying tasks/duties performed Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
- 26. Safety and Health Employee and Labor Relations Legal Considerations
- 28. Work activities Worker-oriented activities Machines, tools, equipment, and work aids used
- 29. Job-related tangibles and intangibles Work performance Job content Personal requirements for the job
- 30. Questions Job Analysis Should Answer
- 31. What physical and mental tasks does the worker accomplish? When does the job have to be completed? Where is the job to be accomplished?
- 32. How does the worker do the job? Why is the job done? What qualifications are needed to perform the job?
- 34. What type of information will be collected? How will the information be collected? How will the information be recorded or documented?
- 35. When Job analysis Is performed
- 36. When the organization is founded When new jobs are created
- 37. When jobs are changed significantly as a result of new technologies, methods, procedures, or systems
- 39. Equal Employment HR Planning Performance Appraisal Recruitment Selection HR Research Employee & Labor Relations Compensation & Benefits Safety & Health HR Development Job Analysis
- 41. Provide realistic job information's regarding duties, working conditions, and requirements Identifies relationships between supervisors and subordinates
- 42. Defines duties and related tasks Time required to perform duties
- 43. Basis for training, career planning, and career development Help to determine the worth/pay
- 45. Change in organization’s strategic goals Change in people skills required Change in way the organization operates Results in Job descriptions Job specifications
- 47. Step 1 Identify how information will be used Step 2 Review background information Step 3 Select representative positions to analyse Step 4 Collect data to analyze job Review information with incumbents Develop job description/ specification Step 5 Step 6
- 49. Job Content assemble boxes Job Context plant assembly line Worker Requirements knowledge, skills, abilities
- 51. Job description Job specification Job evaluation
- 52. Job Description - written narrative describing activities performed on a job; includes information about equipment used and working conditions under which job is performed. Job Specification - outlines specific skills, knowledge, abilities, physical and personal characteristics necessary to perform a job - What about physical and personal characteristics? Strength, patience, intestinal fortitude, risk-taker.
- 53. Job Evaluation Job evolution or job rating is a systematic procedure for measuring the basis of their common factors such as skill, training, effort, responsibility and job conditions