HRM 3 - Job analysis.ppt

8/18/2019 HRM 3 - Job analysis.ppt

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Job analysis

Job analysis is the systematic process of

determining skills, duties, and knowledge

required for performing jobs in organization.

Process of analysis results in two sets of data –

i. Job description ii. Job specification


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Questions Job nalysis !hould

nswer " #hat kind of physical and mental in$ol$ement is

required from the worker%

" #hen is the job to be completed%" #here is the job to be accomplished%

" &ow does the worker do the job%

" #hy is the job done%" #hat qualifications are needed to perform the

job%


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Job nalysis' (asic &uman )esource

*anagement +ool

+asks )esponsibilities uties

Job

nalysis

Jobescriptions

Job

!pecifications

-nowledge !kills bilities


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)easons or /onducting

Job nalysis" !taffing 0 &aphazard if recruiter does not know

qualifications needed for the job.

" +raining and e$elopment

" Performance ppraisal 0 1mployees should be e$aluated interms of how well they accomplish the duties specified in

their job description and role.

" /ompensation – 2alue of job must be known before rupee

$alue can be placed on it" !afety and &ealth – &elps identify safety and health

considerations


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+ypes of information collected for job

analysis" #ork cti$ities 0 #ork acti$ities and processes3

acti$ity records3 procedures used3 personal

responsibility

" #orker0oriented acti$ities 0 &uman beha$iors,

such as physical actions and communicating on

job3 elemental mo$ements3 personal job

demands, such as physical energy requirementetc.


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" *achines, tools, equipment, and work aids used

" Job0related tangibles and intangibles 0 -nowledge

dealt with or applied3 materials processed3 products

made or ser$ices performed

" #ork performance 0 1rror analysis3 work standards3

work measurements, such as time taken for a task" Job conte4t 0 #ork schedule3 financial and non0

financial incenti$es3 physical working conditions3

organizational and social conte4ts

" Personal requirements for job 0 Personal attributes

such as personality and interests3 education and

training required3 work e4perience


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Job nalysis ' Process

1

2

3

4

5

!teps in doing a job analysis'

/ollecting and recording job information

/hecking the job information for rele$ance 5 accuracy

#riting job descriptions based on the information

6dentifying -!7s and framing job specification

8pdation of information from time to time


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Job nalysis *ethods

" 6nter$iews

" Questionnaires

" 9bser$ation" 1mployee recording 0 Participant iary:;ogs

" /ompetency0based job analysis

" /ombination of methods


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6nter$iew

" 6nformation !ources

– 6ndi$idual employees

–


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Questionnaires

" 6nformation !ource

– &a$e employees fill

out questionnaires todescribe their job0

related duties and

responsibilities

" Questionnaire ormats – !tructured checklists

– 9pen0ended questions

" d$antages

– Quick and efficient way

to gather informationfrom large numbers of

employees

" isad$antages

– 14pense and timeconsumed in preparing

and testing the

questionnaire


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9bser$ation


– 9bser$ing and noting

the physical acti$ities

of employees as they

go about their jobs

" d$antages

– Pro$ides first0hand information

– )educes distortion of

information

" isad$antages – +ime consuming

– ifficulty in capturing entire job

cycle

– 9f little use if job in$ol$es ahigh le$el of mental acti$ity


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Participant iary:;ogs


– #orkers keep a

chronological diary:

log of what they doand the time spent on

each acti$ity

" d$antages

– Produces a more

complete picture of the job

– 1mployee participation

" isad$antages

– istortion of information

– epends upon employeesto accurately recall their

acti$ities


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/ompetency0(ased Job nalysis

" /ompetencies

– emonstrable characteristics of a person that enable

performance of a job.

" )easons for /ompetency0(ased Job nalysis – +o support a high0performance work system.

– +o create strategically0focused job descriptions.

– +o support the performance management process in

fostering, measuring, and rewarding'

"


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" &ow to #rite Job /ompetencies0(ased Job escriptions

– 6nter$iew job incumbents and their super$isors

" sk open0ended questions about job

responsibilities and acti$ities.

" 6dentify critical incidents that pinpoint success onthe job.


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Job escription"

!tates the tasks, duties, and responsibilities of job. 6t isimportant that job descriptions is both rele$ant and accurate.

" )apid pace of technological change makes need for

accurate job analysis e$en more important now and in the

future.

" #ould include 0

Job 6dentification – Job title, department, reporting

relationship, and job number or code

Job nalysis ate – ids in identifying job changes thatwould make description obsolete

Job !ummary – /oncise o$er$iew of job

uties Performed – *ajor duties


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Job !pecification

" )epresents minimum qualifications person shouldpossess to perform particular job

" !hould reflect minimum, not ideal qualifications

for particular job

" Job specifications are often included as major

section of job descriptions

" Problems if job description is inflated 0

*ay systematically eliminate some few fromconsideration set

/ompensation costs will increase

Job $acancies will be harder to fill


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Documents

HRM 3 - Job analysis.ppt