Job Analysis & Its Components
Job analysis: The process of describing and recording many aspects or elements of the job. The outcome of job analysis has two components
Job description: A written summary of task requirements. This is the physical and environmental characteristics of the work to be done.
Job specification: A written summary of work requirements (knowledge, skills, aptitudes, attitudes)
Job Analysis: Importance & Purpose
1.Legal validation of employment decisions
2.Defines duties & tasks
3.Identifies reporting relationships
4.Basis for determining relative worth of jobs
5.Identifies redundancy
When Job Analysis is Used
1. Most commonly for personnel selection
2. For recruitment in providing realistic job data
3. For legal compliance
4. For performance appraisal
5. To identify job similarity for easy transfer
6. Job evaluation
7. Job redesign and re-engineering
Types of Information Collected
1.Job activities and procedures
2.Working conditions and physical environment
3.Social environment
4.Conditions of employment
Job Analysis Methods
1.Task inventory
2.Observation
3.Interviews
4.Diaries
5.Critical incidents
6.Repertory Grid
7.Participant observation
Recent Issues
1.Dynamic nature of jobs
2.Task vs process based approaches to job analysis
3.Who should do job analysis
4.Managerial job analysis
Job analysis: The process of describing and recording many aspects or elements of the job. The outcome of job analysis has two components
Job description: A written summary of task requirements. This is the physical and environmental characteristics of the work to be done.
Job specification: A written summary of work requirements (knowledge, skills, aptitudes, attitudes)
Job Analysis: Importance & Purpose
1.Legal validation of employment decisions
2.Defines duties & tasks
3.Identifies reporting relationships
4.Basis for determining relative worth of jobs
5.Identifies redundancy
When Job Analysis is Used
1. Most commonly for personnel selection
2. For recruitment in providing realistic job data
3. For legal compliance
4. For performance appraisal
5. To identify job similarity for easy transfer
6. Job evaluation
7. Job redesign and re-engineering
Types of Information Collected
1.Job activities and procedures
2.Working conditions and physical environment
3.Social environment
4.Conditions of employment
Job Analysis Methods
1.Task inventory
2.Observation
3.Interviews
4.Diaries
5.Critical incidents
6.Repertory Grid
7.Participant observation
Recent Issues
1.Dynamic nature of jobs
2.Task vs process based approaches to job analysis
3.Who should do job analysis
4.Managerial job analysis