JOB ANALYSIS
DEFINITION: Job analysis is the identification and precisely identifying the required tasks, knowledge and the skills necessary for performing them and the conditions under which they must be performed.
TERMINOLOGY
? ? ? ? ? ? Job: A group of positions similar in their significant duties such as technical assts, supervisors, welders and recruiters. Task: an identifiable work activity carried out for a specific purpose; eg.scruitiny of applications. Position: a designation, a level of hierarchy. As per that position the set of tasks are performed by those individuals. Job code: the numbers used or the letters used to provide a quick summary of the tasks and the content. Job classification: the grouping of the tasks, done on the basis of skill, expertise, and knowledge; skilled, semi-skilled and unskilled. Job description: a written summary of tasks and duties and responsibilities of the job.
TWO CONSTITUENTS OF JOB ANALYSIS
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JOB DESCRIPTION JOB TITLE JOB SUMMARY JOB ACTIVITIES WORKING CONDITIONS SOCIAL ENVIRONMENT SPECIMEN – HR ASSISTANT Responsible for assisting the executive HR and administration of HRIS. To maintain HRIS . Record –keeping, report – making and support needed to manufacturing divisions. Assisting in all the HR functions and coordination As needed in the divisions and hr division. 24 day month. Report to executve HR,
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JOB SPECIFICATION { Personal attributes needed}
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ESSENTIAL ATTRIBUTES: { SKAs} skills, knowledge and abilities. DESIRABLE ATTRIBUTES : qualifications a person has to possess. CONTRA –INDICATORS : attributes that will become a handicap to successful job performance. Role analysis SPECIMEN: HR ASST. Should be computer savvy. Knowledge of english is must. Good communication skills and approachable. Should be formally qualified in HRM discipline.{MPM, Dip. in Hrm}. Experience up to 3 yrs. May need to travel. Arrange training programs..Support staff policies facilities . Age : preferably below 30 years.
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Process of Job analysis
Organisational analysis Selection of jobs to be analysed Data of job analysis Job description Job specification. Integration of jobs or division of jobs Trimming the levels hierarchy/ additions of positions/ structure.
RESISTANCE TO JOB ANALYSIS
? Employees
fears. ? Resistance to change ? Overemphasis on current trends ? Straight jacket approach.
doc_509593805.ppt
DEFINITION: Job analysis is the identification and precisely identifying the required tasks, knowledge and the skills necessary for performing them and the conditions under which they must be performed.
TERMINOLOGY
? ? ? ? ? ? Job: A group of positions similar in their significant duties such as technical assts, supervisors, welders and recruiters. Task: an identifiable work activity carried out for a specific purpose; eg.scruitiny of applications. Position: a designation, a level of hierarchy. As per that position the set of tasks are performed by those individuals. Job code: the numbers used or the letters used to provide a quick summary of the tasks and the content. Job classification: the grouping of the tasks, done on the basis of skill, expertise, and knowledge; skilled, semi-skilled and unskilled. Job description: a written summary of tasks and duties and responsibilities of the job.
TWO CONSTITUENTS OF JOB ANALYSIS
? ? ? ? ? ?
JOB DESCRIPTION JOB TITLE JOB SUMMARY JOB ACTIVITIES WORKING CONDITIONS SOCIAL ENVIRONMENT SPECIMEN – HR ASSISTANT Responsible for assisting the executive HR and administration of HRIS. To maintain HRIS . Record –keeping, report – making and support needed to manufacturing divisions. Assisting in all the HR functions and coordination As needed in the divisions and hr division. 24 day month. Report to executve HR,
?
?
?
?
?
?
JOB SPECIFICATION { Personal attributes needed}
? ? ?
?
ESSENTIAL ATTRIBUTES: { SKAs} skills, knowledge and abilities. DESIRABLE ATTRIBUTES : qualifications a person has to possess. CONTRA –INDICATORS : attributes that will become a handicap to successful job performance. Role analysis SPECIMEN: HR ASST. Should be computer savvy. Knowledge of english is must. Good communication skills and approachable. Should be formally qualified in HRM discipline.{MPM, Dip. in Hrm}. Experience up to 3 yrs. May need to travel. Arrange training programs..Support staff policies facilities . Age : preferably below 30 years.
? ?
?
? ?
Process of Job analysis
Organisational analysis Selection of jobs to be analysed Data of job analysis Job description Job specification. Integration of jobs or division of jobs Trimming the levels hierarchy/ additions of positions/ structure.
RESISTANCE TO JOB ANALYSIS
? Employees
fears. ? Resistance to change ? Overemphasis on current trends ? Straight jacket approach.
doc_509593805.ppt