Description
Job analysis is a tool used to bring many aspects of Human Resource Management together.
HUMAN RESOURCE PLANNING
JOB ANALYSIS
JOB DESIGN
JOB DESCRIPTION
JOB SPECIFICATION
COMPENSATION
JOB STANDARDS
PERFORMANCE APPRAISAL
RECRUITMENT AND SELECTION
HUMAN RESOURCE PLANNING
TRAINING AND MANAGEMENT DEVELOPMENT
CAREER DEVELOPMENT
EQUAL EMPLOYMENT OPPORTUNITY
RELATIONSHIP OF JOB ANALYSIS TO HUMAN RESOURCE ACTIVITIES
1
JOB ANALYSIS A SYSTEMIC VIEW Job analysis is a tool used to bring many aspects of Human Resource Management together.
2
JOB ANALYSIS cont’d A SYSTEMIC VIEW
?
Another approach to job analysis is to move beyond job descriptions and look at job analysis from the point of view of the Customer (internal) to determine whether the customer is satisfied (efficiency
and effectiveness).
3
JOB ANALYSIS SYSTEM
SOURCES OF DATA -- Job Analyst -- Employee JOB DATA
-- Task
JOB DESCRIPTION
-- Task -- Duties
--- Responsibilities
-- Supervisor
HUMAN RESOURCES FUNCTIONS
-- Recruitment -- Selection -- Training & Development -- Performance Appraisal -- Compensation Mgt. -- Labour Relations
-- Performance -- Standard -- Responsibilities METHODS OF COLLECTING DATA -- Interviews -- Questionnaires
-- Knowledge
-- Required -- Experience Needed
-- Observations
-- Records -- DOT -- Diaries
-- Job Content
-- Duties -- Equipment Needed
JOB SPECIFICATIONS -- Skills Required -- Physical Demand
4
JOB ANALYSIS – a definition a) Job analysis is the process of obtaining information about jobs by determining what are the task, duties and responsibilities of those jobs. It is called the cornerstone of Human Resource Management because the information it collects serves so many Human Resource Management functions.
5
JOB ANALYSIS – a definition
b) Job analysis is a process to help determine the principle tasks, duties and responsibilities of the job, the mental and physical requirements of the job, the special skills needed to perform the job and the conditions under which work is performed.
6
JOB ANALYSIS – a definition cont’d c) Job analysis involves numerous steps and several data bases i.e. list of job tasks, duties, responsibilities. Knowledge, skills and abilities are often the outcome.
7
Importance Of Analysis Job Analysis is used for:
? ? ? ?
?
?
?
developing job requirements evaluating the worth of a job accurately work force planning recruitment/selection setting job performance standards for performance appraisal job evaluation and salary administration addressing legal requirements – salary computation.
8
Importance Of Job Analysis cont’d
Job Analysis is used for:
?
The result of job analysis spells out the requirements and responsibilities of the job. They help employees to know what is expected from them on the job.
9
Importance Of Analysis cont’d
Job analysis affects:
? ? ? ?
the organization the job, and the people relationship through its link with Job Design
10
JOB DESCRIPTION AND JOB SPECIFICATION
?
Once jobs have been fully analyzed they must be described, specification developed and standards set.
11
JOB DESCRIPTION AND JOB SPECIFICATION
The relationship among job analysis, job descriptions, job specifications and job standards must be identified and known.
?
12
Job Analysis, Job Descriptions, Job Specifications and Job Standards
?
Job Descriptions – Written Summaries of the basis Tasks, Duties and Responsibilities of Jobs
13
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d Job Descriptions sections: contain three (3) basic
Identification Section Job Summary Specific Duties and Responsibilities
14
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
?
Identification Section: Generally contains the Job title, Department and Supervisors’ Title. Other identification elements such as Job number and pay grade for the job may be included.
15
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d Job Summary: Provides a brief overview of the general nature of job tasks.
?
16
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
?
Specific Duties and Responsibilities: Provides a detailed listing of the specific duties and responsibilities contained in the job.
17
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
Job Descriptions must be as accurate as possible. Job Descriptions should contain all the major tasks assigned to the jobs. Accurate and complete descriptions are necessary because they have several important uses viz: - Clarifying vague responsibilities and eliminating overlapping responsibilities between jobs
?
18
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
-
-
-
Developing job specifications Human Resource Planning and Recruitment Orienting new employees to job duties and responsibilities Developing performance standards Job Evaluations
19
Job Specifications Job Specifications are an important outgrowth of job analysis and job descriptions. Job Specifications are used primarily for selection of qualified employees, thus specifications should be precise as well as job related.
?
20
Job Specifications cont’d
?
They are useful in human resource planning and training and necessary in affirmative action programs.
21
Job Specification cont’d
?
Most Job Specifications list the education, experience and general knowledge, skills and abilities to perform the job.
22
Job Specifications cont’d
?
Job Specifications are summaries of the skills, background and qualifications necessary for an employee to perform the job in a satisfactory manner.
23
Job Specifications cont’d
?
Job Specification must be undertaken with care and must ensure that the education, experience and other qualifications required for employees are necessary to perform the job satisfactorily.
24
Job Specification cont’d
?
Job Standards represent the expected performance for each job duty described on the job description.
25
Job Specification cont’d
?
Job Standards provide the employee with performance goals to accomplish, and with knowledge of performance expectations on the job. Job Standards are often linked to performance appraisals.
26
USES OF JOB ANALYSIS Job Analysis affects many personal management activities The selection process is designed to find the most qualified person for the position.
?
?
27
Job Specification cont’d
?
The Job Specifications, then, describe the minimum qualifications acceptable from applicants and are often used in advertisements of job openings.
Job analyses provide the guidelines to be used in recruitment and selection of qualified employees.
28
?
SUMMARY Job Analysis
?
Job Analysis is an important personnel management activity. Job Analysis is a systematic process for gathering information about a job. Job Analysis is used primarily to construct job descriptions and job specifications.
29
?
?
SUMMARY cont’d Job Description
?
Job Descriptions are written summaries of the basis tasks, duties and responsibilities of jobs.
?
Job Descriptions may help to clarify vague responsibilities, to orient new employees to jobs, to develop performance standards and to determine proper compensation.
30
SUMMARY cont’d Job Specification Job Specifications describe the skills, background and qualifications necessary for an employee to perform the job in a satisfactory manner.
?
31
SUMMARY cont’d
?
Job Specifications are inter-related with recruitment and selection, training, human resource planning and career development.
32
SUMMARY cont’d
?
Job Analysis underlies many basic personnel management functions and includes: Job Design, Compensation, Human Resource Planning, Recruitment and Selection, Training and Management Development, Performance Appraisal, Career Development and Equal Opportunity Employment.
33
SUMMARY cont’d
?
Job Analysis plays particularly important roles in compensation systems (job evaluation), in selection processes and in equal employment opportunity ( development and validation of selection tests and
employment procedures).
34
doc_935786981.ppt
Job analysis is a tool used to bring many aspects of Human Resource Management together.
HUMAN RESOURCE PLANNING
JOB ANALYSIS
JOB DESIGN
JOB DESCRIPTION
JOB SPECIFICATION
COMPENSATION
JOB STANDARDS
PERFORMANCE APPRAISAL
RECRUITMENT AND SELECTION
HUMAN RESOURCE PLANNING
TRAINING AND MANAGEMENT DEVELOPMENT
CAREER DEVELOPMENT
EQUAL EMPLOYMENT OPPORTUNITY
RELATIONSHIP OF JOB ANALYSIS TO HUMAN RESOURCE ACTIVITIES
1
JOB ANALYSIS A SYSTEMIC VIEW Job analysis is a tool used to bring many aspects of Human Resource Management together.
2
JOB ANALYSIS cont’d A SYSTEMIC VIEW
?
Another approach to job analysis is to move beyond job descriptions and look at job analysis from the point of view of the Customer (internal) to determine whether the customer is satisfied (efficiency
and effectiveness).
3
JOB ANALYSIS SYSTEM
SOURCES OF DATA -- Job Analyst -- Employee JOB DATA
-- Task
JOB DESCRIPTION
-- Task -- Duties
--- Responsibilities
-- Supervisor
HUMAN RESOURCES FUNCTIONS
-- Recruitment -- Selection -- Training & Development -- Performance Appraisal -- Compensation Mgt. -- Labour Relations
-- Performance -- Standard -- Responsibilities METHODS OF COLLECTING DATA -- Interviews -- Questionnaires
-- Knowledge
-- Required -- Experience Needed
-- Observations
-- Records -- DOT -- Diaries
-- Job Content
-- Duties -- Equipment Needed
JOB SPECIFICATIONS -- Skills Required -- Physical Demand
4
JOB ANALYSIS – a definition a) Job analysis is the process of obtaining information about jobs by determining what are the task, duties and responsibilities of those jobs. It is called the cornerstone of Human Resource Management because the information it collects serves so many Human Resource Management functions.
5
JOB ANALYSIS – a definition
b) Job analysis is a process to help determine the principle tasks, duties and responsibilities of the job, the mental and physical requirements of the job, the special skills needed to perform the job and the conditions under which work is performed.
6
JOB ANALYSIS – a definition cont’d c) Job analysis involves numerous steps and several data bases i.e. list of job tasks, duties, responsibilities. Knowledge, skills and abilities are often the outcome.
7
Importance Of Analysis Job Analysis is used for:
? ? ? ?
?
?
?
developing job requirements evaluating the worth of a job accurately work force planning recruitment/selection setting job performance standards for performance appraisal job evaluation and salary administration addressing legal requirements – salary computation.
8
Importance Of Job Analysis cont’d
Job Analysis is used for:
?
The result of job analysis spells out the requirements and responsibilities of the job. They help employees to know what is expected from them on the job.
9
Importance Of Analysis cont’d
Job analysis affects:
? ? ? ?
the organization the job, and the people relationship through its link with Job Design
10
JOB DESCRIPTION AND JOB SPECIFICATION
?
Once jobs have been fully analyzed they must be described, specification developed and standards set.
11
JOB DESCRIPTION AND JOB SPECIFICATION
The relationship among job analysis, job descriptions, job specifications and job standards must be identified and known.
?
12
Job Analysis, Job Descriptions, Job Specifications and Job Standards
?
Job Descriptions – Written Summaries of the basis Tasks, Duties and Responsibilities of Jobs
13
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d Job Descriptions sections: contain three (3) basic
Identification Section Job Summary Specific Duties and Responsibilities
14
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
?
Identification Section: Generally contains the Job title, Department and Supervisors’ Title. Other identification elements such as Job number and pay grade for the job may be included.
15
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d Job Summary: Provides a brief overview of the general nature of job tasks.
?
16
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
?
Specific Duties and Responsibilities: Provides a detailed listing of the specific duties and responsibilities contained in the job.
17
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
Job Descriptions must be as accurate as possible. Job Descriptions should contain all the major tasks assigned to the jobs. Accurate and complete descriptions are necessary because they have several important uses viz: - Clarifying vague responsibilities and eliminating overlapping responsibilities between jobs
?
18
Job Analysis, Job Descriptions, Job Specifications and Job Standards cont’d
-
-
-
Developing job specifications Human Resource Planning and Recruitment Orienting new employees to job duties and responsibilities Developing performance standards Job Evaluations
19
Job Specifications Job Specifications are an important outgrowth of job analysis and job descriptions. Job Specifications are used primarily for selection of qualified employees, thus specifications should be precise as well as job related.
?
20
Job Specifications cont’d
?
They are useful in human resource planning and training and necessary in affirmative action programs.
21
Job Specification cont’d
?
Most Job Specifications list the education, experience and general knowledge, skills and abilities to perform the job.
22
Job Specifications cont’d
?
Job Specifications are summaries of the skills, background and qualifications necessary for an employee to perform the job in a satisfactory manner.
23
Job Specifications cont’d
?
Job Specification must be undertaken with care and must ensure that the education, experience and other qualifications required for employees are necessary to perform the job satisfactorily.
24
Job Specification cont’d
?
Job Standards represent the expected performance for each job duty described on the job description.
25
Job Specification cont’d
?
Job Standards provide the employee with performance goals to accomplish, and with knowledge of performance expectations on the job. Job Standards are often linked to performance appraisals.
26
USES OF JOB ANALYSIS Job Analysis affects many personal management activities The selection process is designed to find the most qualified person for the position.
?
?
27
Job Specification cont’d
?
The Job Specifications, then, describe the minimum qualifications acceptable from applicants and are often used in advertisements of job openings.
Job analyses provide the guidelines to be used in recruitment and selection of qualified employees.
28
?
SUMMARY Job Analysis
?
Job Analysis is an important personnel management activity. Job Analysis is a systematic process for gathering information about a job. Job Analysis is used primarily to construct job descriptions and job specifications.
29
?
?
SUMMARY cont’d Job Description
?
Job Descriptions are written summaries of the basis tasks, duties and responsibilities of jobs.
?
Job Descriptions may help to clarify vague responsibilities, to orient new employees to jobs, to develop performance standards and to determine proper compensation.
30
SUMMARY cont’d Job Specification Job Specifications describe the skills, background and qualifications necessary for an employee to perform the job in a satisfactory manner.
?
31
SUMMARY cont’d
?
Job Specifications are inter-related with recruitment and selection, training, human resource planning and career development.
32
SUMMARY cont’d
?
Job Analysis underlies many basic personnel management functions and includes: Job Design, Compensation, Human Resource Planning, Recruitment and Selection, Training and Management Development, Performance Appraisal, Career Development and Equal Opportunity Employment.
33
SUMMARY cont’d
?
Job Analysis plays particularly important roles in compensation systems (job evaluation), in selection processes and in equal employment opportunity ( development and validation of selection tests and
employment procedures).
34
doc_935786981.ppt