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Kavita Singh
JOB ANALYSISAND
JOB EVALUATION
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Job analysis
Organizations consist of jobs that have to bestaffed.
A procedure to determine the duties of these
positions and the characteristics of the
people to hire for them.
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Linking Job Analysis Practices toCompetitive Advantage
Effective
Job Analysis
Competitive
AdvantageJob-Related
HRM
Competent, Motivated
Employees With PositiveJob Attitudes
Minimized HRM-Related
Lawsuits
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Job Analysis is the answer to followingquestions.
What the worker
does?
Duties
Tasks
Responsibilities
How the worker
does it?
Methods
Tools
Techniques
Why the worker
does it?
Product
Services
Worker
Qualifications?
Skills
Knowledge
Abilities
Physical Traits
Job
Analysis
Job
Specifications
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Types of Information Collected throughJob Analysis
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Ways of Collecting Job AnalysisInformation
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Interviews
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Observation
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Job Analysis Questionnaires
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Participant Diary/ Logs
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Use of Job Analysis Information
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Job Evaluation
It is a formal and systematic comparison ofjobs to determine the
relative worth of one
job relative to the other job.
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Job Evaluation Methods
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Job Ranking Method
Identifying the need of job evaluation
Getting employees to cooperate in
evaluation
Choose a job evaluation committee
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Point Method
Determine a numberof compensable factors
Identify the degree to which each of these
factors is present on the job.
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Example of Job Evaluation : Point Rating
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Computerized Job
Evaluation
Time consuming method Point Method
ComputerAided job evaluation streamlines
this process.
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Uses of Informationobtained by Job Evaluation
1) to maintain a rational and equitable pay
structure;2) to help manage job relativities;
3) to assimilate newly created jobs into the
structure;
4) to ensure equitable pay structure,
5) to ensure the principle of equal pay forwork
of equal value.
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THANKS
