Description
This is a presentation describes on job analysis and how is it used in the organization.
JOB ANALYSIS
1
What will be covered
o
o
o o
o
o
Discuss the topic Methods Interactive exercise Explanation of topic How it works Definitions
2
Job Analysis
o What is the basis of job analysis? ? To create the position you need, you must first analyze the tasks that you need done. ? You must accurately describe the job and determine it’s specifications.
3
How can it be used in your organization?
? Job analysis assists HR in determining: ? Necessity of the job ? Equipment needed ? Skills required ? Supervision ? Working conditions ? Management/employee interaction
4
Definitions
? Job - Consists of a group of tasks that must
be performed for an organization to achieve its goals ? Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization
5
Definitions (Continued)
o Job analysis - Systematic process of
determining the skills, duties, and knowledge required for performing jobs in an organization o Job description – document providing information regarding tasks, duties, and responsibilities of job o Job specification – minimum qualifications to perform a particular job
6
Job Analysis: A Basic Human Resource Management Tool
?Human Resource Planning ?Recruitment ?Selection ?Training and Development ?Performance Appraisal ?Compensation and Benefits ?Safety and Health
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
?Employee and Labor Relations
Knowledge
7
Skills
Abilities
?Legal Considerations
Reasons For Conducting Job Analysis
? Staffing – would be haphazard if recruiter
did not know qualifications needed for job ? Training and Development – if specification lists a particular knowledge, skill, or ability, and the person filling the position does not possess all the necessary qualifications, training and/or development is needed ? Compensation and Benefits – value of job must be known before value can be placed on it 8
Reasons For Conducting Job Analysis (Continued)
? Safety and Health – helps identify safety and
health considerations ? Employee and Labor Relations – lead to more objective human resource decisions ? Legal Considerations – having done job analysis important for supporting legality of employment practices
9
Types of Information to be Collected by a Job Analyst
Work Activities ? Job-oriented activities (work activities performed, expressed in “job” terms, indicating what is accomplished, such as teaching,selling galvanizing, weaving, cleaning, etc.). May also indicate how, why, and when a worker performs an activity. ? processes ? Procedures used ? Personal accountability/responsibility
10
Types of Information to be Collected by a Job Analysis Worker-Oriented Activities
? Human behaviors that are performed in work
(such as sensing, decision making, performing physical actions, or communicating) ? Elemental motions (such as those used in time and motion studies)
11
Types of Information to be Collected by a Job Analysis
Machines, Tools, Equipment, and Work Aids Used
? Computers (hardware and software)
? Safety equipment (goggles and gloves) ? Office tools (phone, fax, and books)
12
Types of Information to be Collected by a Job Analysis
Job-Related Tangibles and Intangibles ? Materials processed ? Products made ? Knowledge dealt with or applied (such as law or chemistry, Accountancy) ? Services rendered (such as laundering or repairing)
13
Types of Information to be Collected by a Job Analysis
Work Performance ? Work measurement (i.e., time and motion) ? Work standards ? Error analysis ? Other aspects
14
Types of Information to be Collected by a Job Analysis
Job Context ? Physical working conditions ? Work schedule ? Incentives (financial and non-financial)
15
Types of Information to be Collected by a Job Analysis
Personal Requirements ? Job-related knowledge and/or skills (such as education, training, or required work experience) ? Personal attributes (such as aptitudes, physical characteristics, personality, required interests)
16
Job Analysis Methods
? Questionnaires ? Observation ? Interviews ? Employee recording ? Combination of
methods
17
Conducting Job Analysis
The people who participate in job analysis should include, at a minimum: • The employee • The employee’s immediate supervisor The individuals playing a role in job analysis can be: • Top Management • Supervisory Management • A Consultant (Not always necessary) • Employees • Union
18
The Techniques of Job Analysis
Technique 1. Task Inventory Analysis Employee Group Focused On Any —large number of workers needed DataCollection Method Questionnaire Analysis Results Rating of tasks Description Tasks are rated by job incumbent,* supervisor, or job analyst. Ratings may be characteristics such as importance of task and time spent doing it.
2. Critical Any Incident Technique
Interview
Behavioral Behavioral incidents descriprepresenting poor tion through excellent performance are generated for each dimension of the job.
* The term job incumbent refers to the person currently filling a particular job. 19
The Techniques of Job Analysis (cont.)
Technique 3. Position Analysis Questionnaire (PAQ) DataEmployee Collection Group Focused On Method Any Questionnaire Analysis Results Rating of 194 job elements Description Elements are rated on six scales (for example, extent of use, importance to job). Ratings are analyzed by computer. Originally designed to improve counseling and placement of people registered at local state employment offices. Task statements are generated and then presented to job incumbents to rate on such dimensions as frequency and importance.
4. Functional Any Job Analysis (FAQ)
Group interview/ Questionnaire
Rating of how job incumbent relates to people, data, and things
20
The Techniques of Job Analysis (cont.)
Technique 5. Management Position Description Questionnaire (MPDQ) 6. Hay Plan DataEmployee Collection Group Focused On Method Managerial Questionnaire Analysis Results Checklist of 208 items Description Managers check items descriptive of their responsibilities.
Managerial Interview organization
Impact of job on organization
Managers are interviewed regarding such issues as their responsibilities and accountabilities. Responses are analyzed according to four dimensions: objectives, dimensions, nature and scope, accountability.
21
Hierarchy of Work Activities
Job Family: HR Professional Occupation: Compensation Specialist Job: Payroll Manager Position: Compensation Policy Administrator Duty: Payroll Processing Task: Preparing Pay slips Element: Paycheck signing Responsibility: Timely generation of pay cheques
22
Steps in Conducting a Job Analysis
? Step 1 Determine the Purpose fo Conducting a Job Analysis
? Step 2 Identify the Jobs to Be Analyzed Explain the Process to
Employees
? Step 3 Determine Their Level of Involvement Determine the
Data Collection
? Step 4 Method and Collect Job
Analysis Information
? Step 5 Process the Job Analysis Information ? Step 6 Review and Update Frequently
23
Explanation
? Job analysis is a multi-stage process. ? The first stage is for the “analyst” to
become as familiar as possible with the job. ? This entails:
? Background research. ? Using the tools such as: ? Books and literature. ? Flow and organizational charts.
24
Explanation cont…
? The information gathered in this first stage
will serve for a variety of purposes
? Mostly for recruitment and selection, but also wage
and salary levels.
25
some of the ways organizations are using job analysis:
? job analysis methods explains In job
evaluation:
? Appraising performance ? Determining profit-sharing
? In recruiting: ? Creating job specifications ? Matching the right people with jobs ? In labor and personnel relations: ? Establishing authority ? Establishing communication channels
26
…
? In utilization of workers: ? Organizing and planning ? Controlling costs ? In training: ? Developing training courses ? Orienting new employees
27
? Job analysis is a complex process and will
require the participation from several individuals within your organization.
? Using the skills and expertise of other
personnel will bring more clarification upon your analysis.
28
Job Description
? Job Identification – job title, department,
reporting relationship, and job number or code ? Job Analysis Date – aids in identifying job changes that would make description obsolete ? Job Summary – concise overview of job ? Duties Performed – major duties
29
Job Description (Continued)
? Job Specification – minimum qualifications
person should possess to perform a particular job
? what human traits and exp is required to do this job
well
? Expanded Job Description – last duty
shown, “And any other duty that may be assigned,” is becoming THE job description
30
Job Design
? Conscious efforts to organize task, duties
and responsibilities into a unit of work is called job design
? Process of determining the specific tasks to be
performed, the methods used in performing these tasks, and how the job relates to other work in the organization ? Job design follows job analysis
31
Job Design Approaches
? Job Rotation –moving employees from job to
job to add variety and reduce boredom ? Job engineering – focuses on jobs to be performed, methods to be use, workflows, layout etc ? Job enlargement - Changes in the scope of a job to provide greater variety to the worker ? Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker ? Ergonomics – focuses on minimizing the physical demands and risks of work 32
Contemporary issues in Job Design
? Telecommuting
? Alternative work patterns
? Business process Re- engineering
33
doc_394842213.ppt
This is a presentation describes on job analysis and how is it used in the organization.
JOB ANALYSIS
1
What will be covered
o
o
o o
o
o
Discuss the topic Methods Interactive exercise Explanation of topic How it works Definitions
2
Job Analysis
o What is the basis of job analysis? ? To create the position you need, you must first analyze the tasks that you need done. ? You must accurately describe the job and determine it’s specifications.
3
How can it be used in your organization?
? Job analysis assists HR in determining: ? Necessity of the job ? Equipment needed ? Skills required ? Supervision ? Working conditions ? Management/employee interaction
4
Definitions
? Job - Consists of a group of tasks that must
be performed for an organization to achieve its goals ? Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization
5
Definitions (Continued)
o Job analysis - Systematic process of
determining the skills, duties, and knowledge required for performing jobs in an organization o Job description – document providing information regarding tasks, duties, and responsibilities of job o Job specification – minimum qualifications to perform a particular job
6
Job Analysis: A Basic Human Resource Management Tool
?Human Resource Planning ?Recruitment ?Selection ?Training and Development ?Performance Appraisal ?Compensation and Benefits ?Safety and Health
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
?Employee and Labor Relations
Knowledge
7
Skills
Abilities
?Legal Considerations
Reasons For Conducting Job Analysis
? Staffing – would be haphazard if recruiter
did not know qualifications needed for job ? Training and Development – if specification lists a particular knowledge, skill, or ability, and the person filling the position does not possess all the necessary qualifications, training and/or development is needed ? Compensation and Benefits – value of job must be known before value can be placed on it 8
Reasons For Conducting Job Analysis (Continued)
? Safety and Health – helps identify safety and
health considerations ? Employee and Labor Relations – lead to more objective human resource decisions ? Legal Considerations – having done job analysis important for supporting legality of employment practices
9
Types of Information to be Collected by a Job Analyst
Work Activities ? Job-oriented activities (work activities performed, expressed in “job” terms, indicating what is accomplished, such as teaching,selling galvanizing, weaving, cleaning, etc.). May also indicate how, why, and when a worker performs an activity. ? processes ? Procedures used ? Personal accountability/responsibility
10
Types of Information to be Collected by a Job Analysis Worker-Oriented Activities
? Human behaviors that are performed in work
(such as sensing, decision making, performing physical actions, or communicating) ? Elemental motions (such as those used in time and motion studies)
11
Types of Information to be Collected by a Job Analysis
Machines, Tools, Equipment, and Work Aids Used
? Computers (hardware and software)
? Safety equipment (goggles and gloves) ? Office tools (phone, fax, and books)
12
Types of Information to be Collected by a Job Analysis
Job-Related Tangibles and Intangibles ? Materials processed ? Products made ? Knowledge dealt with or applied (such as law or chemistry, Accountancy) ? Services rendered (such as laundering or repairing)
13
Types of Information to be Collected by a Job Analysis
Work Performance ? Work measurement (i.e., time and motion) ? Work standards ? Error analysis ? Other aspects
14
Types of Information to be Collected by a Job Analysis
Job Context ? Physical working conditions ? Work schedule ? Incentives (financial and non-financial)
15
Types of Information to be Collected by a Job Analysis
Personal Requirements ? Job-related knowledge and/or skills (such as education, training, or required work experience) ? Personal attributes (such as aptitudes, physical characteristics, personality, required interests)
16
Job Analysis Methods
? Questionnaires ? Observation ? Interviews ? Employee recording ? Combination of
methods
17
Conducting Job Analysis
The people who participate in job analysis should include, at a minimum: • The employee • The employee’s immediate supervisor The individuals playing a role in job analysis can be: • Top Management • Supervisory Management • A Consultant (Not always necessary) • Employees • Union
18
The Techniques of Job Analysis
Technique 1. Task Inventory Analysis Employee Group Focused On Any —large number of workers needed DataCollection Method Questionnaire Analysis Results Rating of tasks Description Tasks are rated by job incumbent,* supervisor, or job analyst. Ratings may be characteristics such as importance of task and time spent doing it.
2. Critical Any Incident Technique
Interview
Behavioral Behavioral incidents descriprepresenting poor tion through excellent performance are generated for each dimension of the job.
* The term job incumbent refers to the person currently filling a particular job. 19
The Techniques of Job Analysis (cont.)
Technique 3. Position Analysis Questionnaire (PAQ) DataEmployee Collection Group Focused On Method Any Questionnaire Analysis Results Rating of 194 job elements Description Elements are rated on six scales (for example, extent of use, importance to job). Ratings are analyzed by computer. Originally designed to improve counseling and placement of people registered at local state employment offices. Task statements are generated and then presented to job incumbents to rate on such dimensions as frequency and importance.
4. Functional Any Job Analysis (FAQ)
Group interview/ Questionnaire
Rating of how job incumbent relates to people, data, and things
20
The Techniques of Job Analysis (cont.)
Technique 5. Management Position Description Questionnaire (MPDQ) 6. Hay Plan DataEmployee Collection Group Focused On Method Managerial Questionnaire Analysis Results Checklist of 208 items Description Managers check items descriptive of their responsibilities.
Managerial Interview organization
Impact of job on organization
Managers are interviewed regarding such issues as their responsibilities and accountabilities. Responses are analyzed according to four dimensions: objectives, dimensions, nature and scope, accountability.
21
Hierarchy of Work Activities
Job Family: HR Professional Occupation: Compensation Specialist Job: Payroll Manager Position: Compensation Policy Administrator Duty: Payroll Processing Task: Preparing Pay slips Element: Paycheck signing Responsibility: Timely generation of pay cheques
22
Steps in Conducting a Job Analysis
? Step 1 Determine the Purpose fo Conducting a Job Analysis
? Step 2 Identify the Jobs to Be Analyzed Explain the Process to
Employees
? Step 3 Determine Their Level of Involvement Determine the
Data Collection
? Step 4 Method and Collect Job
Analysis Information
? Step 5 Process the Job Analysis Information ? Step 6 Review and Update Frequently
23
Explanation
? Job analysis is a multi-stage process. ? The first stage is for the “analyst” to
become as familiar as possible with the job. ? This entails:
? Background research. ? Using the tools such as: ? Books and literature. ? Flow and organizational charts.
24
Explanation cont…
? The information gathered in this first stage
will serve for a variety of purposes
? Mostly for recruitment and selection, but also wage
and salary levels.
25
some of the ways organizations are using job analysis:
? job analysis methods explains In job
evaluation:
? Appraising performance ? Determining profit-sharing
? In recruiting: ? Creating job specifications ? Matching the right people with jobs ? In labor and personnel relations: ? Establishing authority ? Establishing communication channels
26
…
? In utilization of workers: ? Organizing and planning ? Controlling costs ? In training: ? Developing training courses ? Orienting new employees
27
? Job analysis is a complex process and will
require the participation from several individuals within your organization.
? Using the skills and expertise of other
personnel will bring more clarification upon your analysis.
28
Job Description
? Job Identification – job title, department,
reporting relationship, and job number or code ? Job Analysis Date – aids in identifying job changes that would make description obsolete ? Job Summary – concise overview of job ? Duties Performed – major duties
29
Job Description (Continued)
? Job Specification – minimum qualifications
person should possess to perform a particular job
? what human traits and exp is required to do this job
well
? Expanded Job Description – last duty
shown, “And any other duty that may be assigned,” is becoming THE job description
30
Job Design
? Conscious efforts to organize task, duties
and responsibilities into a unit of work is called job design
? Process of determining the specific tasks to be
performed, the methods used in performing these tasks, and how the job relates to other work in the organization ? Job design follows job analysis
31
Job Design Approaches
? Job Rotation –moving employees from job to
job to add variety and reduce boredom ? Job engineering – focuses on jobs to be performed, methods to be use, workflows, layout etc ? Job enlargement - Changes in the scope of a job to provide greater variety to the worker ? Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker ? Ergonomics – focuses on minimizing the physical demands and risks of work 32
Contemporary issues in Job Design
? Telecommuting
? Alternative work patterns
? Business process Re- engineering
33
doc_394842213.ppt