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HUMAN RESOURCE

MANAGEMENT

Job
Job Analysis
Analysis

Presented
PresentedBy
By

What is Job
Analysis?

Job Analysis is the


process of getting detailed
information about jobs

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It is a technical procedure used to


define the duties, responsibilities,
and accountabilities of a job.

What does It Analyze


The identification and description of
what is happening on the job
identifying the required tasks, the
knowledge, and the skills to performing
them
the conditions under which they must be
performed
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Putting
a hamburger
is an
Lets taketomato
a look on
at different
elements
in
exampleaofJob
anAnalysis
elementprocess
in the job of a
cook at restaurant

There are two outcomes of job analysis


Job specification
Knowledge

Job description
Job tasks

Procedure

Skill

Duty

Abilities

Responsibility

Other Human
attributes
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Lets talk about Task

J0b

Group of related activities and duties


Made up of tasks

Tasks

Basic elements of jobs


what gets done

Example would include typing a letter, preparing a lecture, or


unloading a mail
truck
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How about Duty?

A duty is a number
of tasks. Counseling
students is a duty of
a college instructor
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HOW ABOUT
RESPONSIBILITIES??

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USES OF JOB ANALYSIS


INFORMATION

Recruitment
and selection

Heath an safety

Compensation
Information
Collected via
Job Analysis
Performance
appraisal

HR planning

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Training

Job
NATURE OF JOB
ANALYSIS
analysis
INFORMATION
Job
description
and
specification

Recruiting
and
selection
decisions

Performanc
e appraisal

Job
evaluation
wage and
salary

Training
requirement
s

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NATURE & PURPOSE OF JOB


ANALYSIS
Job

Description
A job description is a written statement of what the
jobholder does, how it is done, under what conditions it is
done, and why it is done.

Job Description Contains the following:

Identification

General Summary

Essential Functions
and Duties
Others:

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WRITING JOB DESCRIPTIONS


(CONTD)
Step 1. Decide on a Plan
Step 2. Develop an Organization Chart
Step 3. Use a Simplified Job Analysis
Questionnaire
Step 4. Obtain List of Job Duties from O*NET
Step 5. Compile the Jobs Human Requirements
from O*NET
Step 6. Finalize the Job Description
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NATURE & PURPOSE OF JOB


ANALYSIS
Job

specifications:
A statement of human qualifications
necessary to do the job. Usually contains
such items as:

Education
Experience
Training
Physical Skills
Communication Skills
Emotional characteristics
personality

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WRITING JOB SPECIFICATIONS


What human traits
and experience are
required to do this job
well?

Job specifications
for trained versus
untrained
personnel

Job specifications
based on
judgment

Job specifications
based on
statistical analysis

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JOB ANALYSIS METHODS


Job
Job Analysis
Analysis
Methods
Methods

Observation
Observation

Interview
Interview
Individual
Individual
Group
Group

Questionnaire
Questionnaire

Technical
Technical
Conference
Conference

Diary
Diary

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19

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STEPS IN CONDUCTING JOB


ANALYSIS
Understand

the

Role of Jobs
and Values in
the
Organization

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STEPS IN CONDUCTING JOB


ANALYSIS
Benchmark

Positions

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STEPS IN CONDUCTING
JOB ANALYSIS
Determine

How
You Want to
Collect the Job
Analysis
Information
Structured
questionnaires
Group interviews
Technical
conferences

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STEPS IN CONDUCTING
JOB ANALYSIS
Seek
Clarification,
Wherever
Necessary

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STEPS IN CONDUCTING
JOB ANALYSIS

Develop the First


Draft of the Job
Description

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Review Draft
with the Job
Supervisor :

STEP

J
G
N
I
T
DUC
N
O
C
S IN

SIS
Y
L
A
OB AN

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PROBLEMS OF JOB ANALYSIS:


Support from Top Management: In most cases top
management support are missing.
Single Means Source: There are many proven methods for
collecting data. Sometimes analysts rely on only one
method while a combination might provide a better data for
job analysis.
No Training or Motivation: Job holders are great source of
motivation. But they are not trained or motivated to
provide quality data for job analysis.
Activities may be distorted: Where training and
preparedness do not exist, job holders tend to submit
distorted data, either intentionally or inadvertently
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