Академический Документы
Профессиональный Документы
Культура Документы
Chapter
JOB ANALYSIS
4-2
ANNOTATED OUTLINE
INTRODUCTION
Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job.
Job Analysis
4-3
Job Analysis
Job Duties
Job Responsibilities
Job Analysis
4-4
PM
Job Analysis
4-5
6. How would you describe the successful completion and results of your work? 7. Job Duties Please briefly describe WHAT you do and, if possible, How you do it. Indicate those duties you consider to be most important and/or most difficult:
Cont
Job Analysis
4-6
Job Analysis
4-7
Job Analysis
4-8
Job Evaluation
Placement
Training
Counselling
4-9
Job Analysis
4-10
Job Analysis
4-11
Job Analysis
4-12
Job Analysis
4-13
Job Analysis
4-14
Job Analysis
4-15
Job Analysis
4-16
Job Analysis
4-17
Job Analysis
4-18
Job Analysis
4-19
Job Analysis
4-20
Job Analysis
4-21
Job Analysis
4-22
Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
Job Analysis
4-23
Job Analysis
4-24
Role Analysis
To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps:
Identifying the objectives of the department and the functions to be carried out therein Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent The incumbent's role is clarified and expressed in writing after integrating the diverse viewpoints expressed by various role partners.
Job Analysis
4-25
Job Analysis
4-26
inside
Sasken Communication Technologies: Employees enjoy considerable freedom to think and innovate and work in their own style. There is absolutely no monitoring of anybody. There are no attendance registers and there is no limit on sick leaves. Every employee is trusted and management is transparent. There is no perk that CEO Rajiv Mody enjoys that a junior employee does not. Hughes Software Systems: HSS makes sure that all its employees get interesting breaks - these may take the shape of personality development programmes, cricket matches, literature clubs, or adventure activities. One of the employees even commented "If I don't like my boss, I can change my section." Monsanto India: Monsanto India is a flat organisation (three to four levels). Even these levels are often cut short through an open culture. Everyone sits in an open office. The workstations are the some size. The travel allowances are the same so are the refreshments of course it sets stiff targets for employees, but trains them with a rare rigour so that they get a fair shot at those. People identified as future leaders are rolled over challenging positions.
Cont
Job Analysis
4-27
inside
Cadbury India: Fun is serious business at Cadbury India. The HR manager's statement sums up the company's philosophy: We believe that the day you stop enjoying work is the day you stop contributing. We make people stretch: but we make them stretch with a smile." The company firmly believes that a smile a day keeps the market blues away. Philips Software Centre: The company's office in Bangalore, employees could have all the comforts in the world: a variety of cuisines, a creche, a gymnasium, bunker beds for naps, gym instructor, doctor, psychological counsellor, a dietician. It is a whole new world of work, play, study and rest. Not surprisingly, senior executives remain glued to their seats even after office hours. The company had to come out with an order recently stating that nobody should stay in the office after 9 p.m. without sufficient reason!
Job Analysis
4-28
Job Analysis