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HUMAN RESOURCES
MANAGEMENT
JOB TERMINOLOGY
TASK
DUTY
POSITION
JOB
JOB ANALYSIS
A job may be defined as a “ collection or aggregation of tasks, duties and responsibilities which as a whole, is regarded as a regular assignment to individual employees”. In other words, total work is divided and grouped into packages; we call it a job.
Job Analysis is the process of studying & collecting information relating to the operations & responsibility of a specific job. The immediate products of this analysis are job description and job specification.
Job Analysis is a systematic approach to defining the job role, description , requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc. for the job position.
IMPORTANCE OF JOB ANALYSIS
Organization & Man power planning
Recruitment & selection Wages & Salary administration Job Re-engineering Employee training & Management development Performance appraisal Health & Safety
STEPS IN JOB ANALYSISSTEP 1:
Collection of background information
STEP 2: Selection of
representative position to be
analyzed
STEP 3: Collection of job
analysis data
STEP 4: Developing a
job description
STEP 5: Developing a
job specification
TECHNIQUES FOR JOB ANALYSIS DATA
Personal observation
Questionnaires
Maintenance of log records
Personal interviews
Critical incident
Dairy
Checklist
Technical conference
WHAT ASPECTS OF A JOB ARE ANALYZED?
Duties and Tasks
Environment
Tools & equipment
Relationships
Requirements
Job analysis can be classified into two categories:
Job description
Job specification
JOB DESCRIPTION
Job description contains details of reporting relationships, a statement of the overall purpose of the job & the list of the main tasks, activities or duties that the job holder has to carry out.
It is basically in nature & contains a statement of job analysis provides both organizational information & functional information. It defines the scope of job activities, major duties & responsibilities & major position of the job in organization.
OF JOB DESCRIPTION
COMPONENTS OF JOB DESCRIPTION
Job identification & Organizational position
Job summary
Job duties & responsibilities
Supervision
Machine, tools & equipment
Working conditions
Hazards
OF JOB DESCRIPTION
Job description are not the perfect reflections of the job. The objective of job description is to differentiate it from other jobs & assign its limits.
Jobs tend to be dynamic, not static & a job description can quickly get outdated. Therefore, jogs should be constantly revised & kept up-to-date.
JOB SPECIFICATION
Physical characteristics
Psychological characteristics
Personal characteristics
Responsibilities
Other features of demographic nature
Rakshitha V Nayak