Job Analysis-HRXXXXXXXXXXXXXXXXXXXX.pptx

Job Analysis-HRXXXXXXXXXXXXXXXXXXXX.pptx

1. Job analysis The systematic process of examining a job to obtain information related to the tasks, duties, and responsibilities of the jobs, identify its component parts and circumstances in which it is being performed. Jobs = units of organization

2. Job Analysis (ctd ) Provides information on: 1. Job identification - title, code no. 2. Distinctive features - location, setting, supervision, union jurisdiction, hazards, discomforts, etc.

3. Job Analysis (ctd ) 3. Typicality - specific operations and tasks; Their relative importance, routine - ness and complexity of tasks; Responsibilities for others, proper t y, finances

4. Job Analysis (ctd) Materials and equipments used 5. Methods of performance - handling, feeding, drilling, etc.

5. Job Analysis (ctd) 6. Attributes required - experience, training, physical+ mental capabilities, aptitudes + social skills. 7. Job relationships - opportunities for cooperation, direction etc.

6. Types of Information Obtained from Job Analysis

7. Job Analysis Components

8. Strategic Importance of Job Analysis

9. Methods of Job Analysis Observation Interviewing Questionnaire Participant Diary/ Log

10. Sources of Information Departmental head (Overall situation ) Supervisor (Intimate knowledge of the entire section) Job holder (Unknown to others) Exit interview (Hidden information)

11. Job Description Describe job by anal s in g 1. Decisions: amount of authority Importance of decisions Difficulty in making decision Amount of originality/ initiative required Time-span of decision making

12. JOB DESCRIPTION (ctd ) 2. Complexity: numb e r of units, functions, positions directly control Variety of tasks to be carried out and problems to be solved.

13. Job Description A broad statement of the purpose, Duties and responsibilities of a job/ Position

14. Job Description (ctd) main tasks: identify & list tasks & purpose analyse tasks & group them decide the order of description describe each main task amplify with example the quantitative measures of work group related tasks under prescriptive headings

15. Job Specification 3. Knowledge and skills: Professional/ technical aspects of the job Man management skills Commercial, p.R. Communication - written + oral Analytical abilities.

16. Competency- Based Job Analysis Competencies are general attributes employees must have to perform well in multiple jobs Instead of describing job in terms of duties & responsibilities, describes jobs in terms of observable, measurable and behavioural competencies necessary for performing a job well From ‘job focused’ to ‘worker focused’ Firms looking for right ‘skill mix’ or competencies