Job analysis, Job Description, Job Specification and Person Specification�Employee Relations�Pay, Leave and Compensation

job description- Written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. JOB SPECIFICATION- List of various qualities, which the person doing the job should possess. 'Employee relations' refers to a company's efforts to manage relationships between employers and employees. pay- Remuneration paid, for the service of labor in production, periodically to an employee/worker. PERSON SPECIFICATIONS- Description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties.

1. Job analysis, Job Description, Job
Specification and Person Specification
Employee Relations
Pay, Leave and Compensation

2. JOB
IDENTIFICATION
Title
Code Number
SIGNIFICANT
CHARACTERSTICS
OF A JOB
Location
Physical
Setting
Supervision
Union
Jurisdiction
Hazards
Discomfort
JOB INFORMATION
What the
typical worker
does?
Which materials
and equipments
a worker uses?
How a job is
performed?
PERSONAL
ATTRIBUTES
Experience
Physical
Strength
Co-ordination
Physical
Demands
Mental
Capabilities
Aptitudes
social Skills
JOB
RELATIONSHIP
Experience
Required
Advancement
opportunities
Promotions
patterns
Leadership
and Direction
JOB ANALYSIS

3. JOB DESCRIPTION
•Written statement of what the job holder does, how it is done,
under what conditions it is done and why it is done.
JOB TITILE SUMMARY ACTIVITIES
WORKING
CONDITIONS
SOCIAL
ENVIRONMENT

4. JOB SPECIFICATION
•List of various qualities, which the person doing the job should
possess.
•Prepared by analyzing the job description.
•Includes:
Mental Requirements
Physical Requirements
Skills Requirements
Responsibilities Requirements
Experience Requirements
Working Conditions Requirements

5. PERSON SPECIFICATIONS
•Description of the qualifications, skills, experience, knowledge and
other attributes (selection criteria) which a candidate must possess
to perform the job duties.
•Should be derived from the job description and forms the foundation
for the recruitment process.
•The person specification should also be used to write your
advertisement for the position.
•You will use the person specification as a basis for your selection
decisions at shortlisting, presentation/test and interview stages.

6. EMPLOYEE RELATIONS
•'Employee relations' refers to a company's efforts to manage
relationships between employers and employees.
•Typically part of a human resource strategy designed to ensure the
most effective use of people to accomplish the organization's
mission.
•Employee relations policiesdescribe the company's philosophy,
rules, and procedures for addressing employee-related matters
andresolving problemsin the workplace.

7. PAY
•Remuneration paid, for the
service of labour in production,
periodically to an
employee/worker.
PAY
•Hourly rate paid by an employer
to an employee as production and
maintenance employees (blue-
collar workers).
WAGES

8. LEAVE
Sick Leaves
•Most organizations provide their employees with pay for days not
worked because of illness.
•Allocated on the basis of so many days a year, accrued on a
cumulative basis, or expanded relative to years of service with the
organization.
Parental Leave and the Family and Medical Leave Act of 1993
•Parental leave is a benefit whose time has come.
•About half of workers today are women, and 80% of them are
expected to become pregnant at some time during their work lives.
•Many women and men today are heads of single-parent
households.

9. Casual Leave
• Can be taken casually/occasionally due to any reason which has
come up suddenly and the employee has to take leave on that account.
Earned Leave
•Earned after a specific period of service in any organization and
which he/she can avail.
Leave Policy
•Every organization should have well documented leave policy in
place in order that employees can avail/know of their leave benefits
on the job.

10. COMPENSATION
•Money received in the performance of work, plus the many kinds of
benefits and services that organizations provide to their employees.
•Included under direct compensation (popularly known as wages, i.e.,
gross pay);
•Benefits are indirect compensation and may consist of life, accident,
and health insurance, the employer’s contribution to retirement, pay
for vacation or illness, and employer’s required payments for
employee welfare as social security.

11. CONCLUSION
JOB ANALYSIS-Used to
collect information about
duties, responsibilities,
skills of a particular job
JOB DESCRIPTION--
Written record describing
the general tasks or
duties of a particular
position
JOB SPECIFICATION-
Written statements of
qualifications, experience,
physcal, emotional
qualities, etc required
PERSON
SPECIFICATION-
Specifications which a
candidate must possess
to perform the job duties
EMPLOYEE
RELATIONS-Company's
efforts to manage
relationships between the
employees and employers