Akash ppt 1.pptx human resource management

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1. JD COLLEGE OF ENGINEERING AND MANAGEMENT PRESENTED BY :- AKASH R. DHEWALE ROLL NO. :- 05 SECTION :- B DEPT. OF MANAGEMENT STUDIES (MBA) SUBJECT :- HUMAN RESOURCE MANAGEMENT TOPIC :- JOB ANALYSIS

2. INTRODUCTION OF JOB ANALYSIS Definition: - Job analysis is the process of collecting, analyzing, and interpreting information about a job's content, tasks, and requirements. Importance in HRM:- -Foundation for various HR functions. -Ensures effective recruitment, selection, training, and performance appraisal. -Facilitates job design and evaluation.

3. O BJECTIVES OF JOB ANALYSIS Clarifying job roles and responsibilities:- - Defines what tasks need to be performed. -Identifies key duties and responsibilities. Identifying job requirements:- -Determines skills, knowledge, and abilities needed for the job -Specifies qualifications and experience required. Assessing job performance:- -Provides criteria for evaluating employee performance. -Helps in setting performance standards and goals. Supporting HR functions:- -Recruitment, selection, training, compensation, and performance management.

4. METHODS OF JOB ANALYSIS 1. Observation method:- Directly observing employees performing their jobs. 2. Interview method:- Conducting interviews with jobholders, supervisors, and managers. 3. Questionnaire method:- Distributing questionnaires to employees to collect job-related information. 4. Work sampling:- Employees maintain a diary of their activities and tasks. 5. Critical incidents technique:- Focuses on critical behaviors that lead to success or failure in a job.

5. USES OF O JOB ANALYSIS 1. Recruitment and selection:- Identifying job requirements for job postings and candidate assessment. 2. Training and development:- Designing training programs based on job requirements and employee needs. 3. Performance appraisal:- Establishing performance criteria and evaluating employee performance. 4. Compensation and benefits:- Determining salary levels, job classifications, and employee benefits. 5. Job redesign and job evaluation:- Restructuring jobs for efficiency and assessing job worth.

6. STEPS IN JOB ANALYSIS 1. Preparation:- Define objectives and select appropriate methods. 2. Collection of data:- Gather information through observation, interviews, and questionnaires. 3. Processing data:- Analyze and organize collected data. 4. Review and validation:- Verify accuracy and completeness of information with jobholders and supervisors. 5. Documentation:- Prepare job descriptions and specifications. 6. Maintenance:- Regularly update job information to reflect changes.

7. JOB DISCRIPTION Definition:- A written statement that describes the duties, responsibilities, and requirements of a job. Components:- - Title - Duties and responsibilities - Qualifications - Reporting relationships - Example of a job description template

8. JOB SPECIFICATION Definition: A statement of the qualifications, skills, knowledge, and experience required for performing a job. Components:- - Qualifications - Skills - Experience - Education - Example of a job specification template

9. CHALLENGE IN JOB ANALYSIS Subjectivity and bias:- Different perspectives of jobholders and supervisors. Keeping job information up-to-date:- Changes in job roles and responsibilities. Time and resource constraints:- Time-consuming process requiring dedicated resources. Difficulty in analyzing non-routine jobs:- Jobs with varied tasks and responsibilities.

10. CONCLUSION Recap of key points covered:- - Importance of job analysis in HRM. - Methods and uses of job analysis. - Steps involved in conducting job analysis. Encouragement for implementation in HR practices:- Job analysis lays the groundwork for effective HR management and organizational success.