job analysis
Post on 14-Nov-2014
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Analysis
Prof. Jairaj Kochavara
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Job Analysis
Introduction Components of Job Analysis Process Role Analysis Job Description Job Specification Job Design
Designed by MET-CET
Session Outline
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Job Analysis
At the end of this session you will be able to… Explain Job Analysis. Explain components and process of Job Analysis. Explain Job Design. Describe uses of Job Analysis. Relate Role Analysis to real world practices. Relate methods of data collection to real world practices. Write Job Description & Job Specification.
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Session Objectives
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Job Analysis
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Let’s watch a videoDo You think,Right Candidate Has Been Selected?
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Job Analysis
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Let’s Learn How To Define
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Job Analysis
A group of similar tasks and responsibilities assigned to One
individual Finance Manager
A group of jobs that are similar
as to kind of work
Manager
A group of positions that are similar as to the kind and level of
work
Sales Manager
IT Manager
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Introduction
Position Job Occupation
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Job Analysis
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Introduction
Job analysis is the process of Collecting Job Related Information. Such information helps in the preparation of Job Description and
Job Specification.
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Job Analysis
It is the determination of the tasks which comprise the job…
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Introduction
The process of determining, by observation and study and reporting pertinent information relating to
the nature of a specific job
Abili
ties
Know
ledg
e
Skill
s
Resp
onsi
biliti
es
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Job Analysis
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Components
Job Analysis
Job Description
Job Specification
Job Classification
Job Evaluation
It is an organised, factual statement of the duties and responsibilities of a specific job.It should tell what is to be done, how it is done and why.
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Job Analysis
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Components
Job Analysis
Job Description
Job Specification
Job Classification
Job Evaluation
It is a statement of the minimum acceptable human qualities necessary to perform a job properly. It describes job duties specifically.
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Job Analysis
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Components
Job Analysis
Job Description
Job Specification
Job Classification
Job Evaluation
It is a grouping of jobs on some specific basis such as kind of work or pay. For example a clerk, an engineer, a chemist, etc.
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Job Analysis
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Components
Job Analysis
Job Description
Job Specification
Job Classification
Job Evaluation
It is a systematic and orderly process of determining the worth of a job in relation to other jobs.
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Job Analysis
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Process
Sources of DataJob AnalystEmployeeSupervisor
Organisational Chart
Methods of Collecting Data
InterviewsObservations
RecordsDOT
Job DataTasks
Performance StandardsKnowledge Required
Skills RequiredExperience Needed
Job ContextDuties
Equipment Used
Job DescriptionTasks
DutiesResponsibilities
Job SpecificationSkill RequirementsPhysical Demands
Knowledge requirementsAbilities Needed
HR FunctionsRecruitment
SelectionTraining & DevelopmentPerformance Appraisal
Compensation Mgt.
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Job Analysis
Role Analysis = Job + Relationship
Quality Control
Purchase Manager
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Role Analysis
Job = List of duties
Buying Raw Material
Maintaining
Budgeting
Supervising Juniors
Monitor
Review
Production
Suppliers
Transport Logistics
Finance
HR
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Job Analysis
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Role Analysis
In 2 Companies- Job Descriptions can be Similar
ButRole requirements could be substantially Different
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Job Analysis
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Role Analysis
Role Analysis will consist of…
Sentiments of an Individual
Interactions
Patterns of expected Behaviour
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Job Analysis
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Writing Job Descriptions
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Job Analysis
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Job Description
Objective: Write Job Description for the given job profile.
Learner’s task: - Form groups of 10 members each .- Pick a chit.- Write a Job Description with the help of indicators on the activity sheet.- Share your answers with the class.
Duration: 15Mins Type: Group
Click to view the handout
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Job Analysis
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Job Descriptions
Example of Job Description
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Job Analysis
• Job title: Name of job
• Preparation date:When the description was written
• Prepared by: Who wrote the Description
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance and Working Conditions
Job Identification
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Job Analysis
•Describes the general nature of the job• Lists the major functions or
activities
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance and Working Conditions
Job Summary
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Job Analysis
• Works with:
Others with whom the job holder will be expected to work and come into contact with internally.
• Outside the company:
Others with whom the job holder is expected to work and come into contact with externally.
• Reports to:
Employee’s immediate supervisor
• Supervises:
Employees that the job incumbent directly supervises
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance and Working Conditions
Relationships
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Job Analysis
• A listing of the job’s major responsibilities and duties (essential functions)
• Defines limits of jobholder’s decision-making authority, direct supervision, and budgetary limitations.
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance and Working Conditions
Responsibilities and Duties
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Job Analysis
Lists the standards the employee is expected to achieve under each of the job description’s main duties and responsibilities
Classifies all workers into one of 23 major groups of jobs which are subdivided into 96 minor groups of jobs and detailed occupations.
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Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance and Working ConditionsStandards of Performance and Working Conditions
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Job Analysis
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Writing Job Specification
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Job Analysis
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Job Specification
Objective: Write Job Specification.
Learner’s task: - Sit in the same groups. - Write a Job Specification with the help of given indicators.- Share your answers with the class.
Duration: 10 Mins Type: Group
Click to view the handout
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Job Analysis
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Job Specification
Example of Job Specification
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Job Analysis
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Job Specification
Job Specification
Trained People
Untrained People Judgment Statistical
Analysis
Focus:- Length of previous service- Quality of relevant training- Previous job performance
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Job Analysis
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Job Specification
Job Specification
Trained People
Untrained People Judgment Statistical
Analysis
Focus:- Physical traits- Personality, interests- Sensory skills apt for the job- Skills for being trained to do the job
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Job Analysis
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Job Specification
Job Specification
Trained People
Untrained People Judgment Statistical
Analysis
- Self-created judgments (common sense)- List of competencies in Web-based job descriptions
(Visit the links: www.jobdescription.com / http://www.onetonline.org/ )
- Standard Occupational Classification
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Job Analysis
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Job Specification
Job Specification
Trained People
Untrained People Judgment Statistical
Analysis
- Attempts to determine statistically the relationship between a predictor or human trait and an indicator or criterion of job effectiveness.
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Job Analysis
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Job Specification
Analyze the job and decide how to measure job performance.
Select personal traits that you believe should predict successful performance.
Test candidates for these traits.
Measure the candidates’ subsequent job performance.
Statistically analyze the relationship between the human trait and job performance.
StepsIn the
Statistical Approach
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Job Analysis
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Methods of Collecting Information
Checklist
Interview Diary
QuestionnaireObservation
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Job Analysis
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Uses
Performance Appraisal
Recruitment & Selection Compensation
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Job Analysis
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Uses
Training Promotion & Transfer
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Job Analysis
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Job Design
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Job Analysis
Job Design
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Outgrowth of job analysis, that improves jobs through technological and human considerations in order to enhance organisation efficiency and
employee job satisfaction.
It involves conscious efforts to organise tasks, duties and responsibilities into a unit of work to achieve certain objectives.
Job design follows Job Analysis
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Job Analysis
Job Design - Steps
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Specification of method for performing each task
Specification of individual tasks
Combination of tasks into specific jobs to be assigned to individuals
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Job Analysis
Job Design - Base
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THE JOB
For the job, including tasks, duties, and responsibilities
to be performed
Organisational Objectives
Including human capabilities
and limitations
Ergonomics Considerations
Reflected in the different talents, abilities, and skills of
employees
Behavioural Concerns
Concerns centering on efficient production processes and work
method improvements
Industrial Engineering
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Job Analysis
Job Design-Vacancy Analysis
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Level Employee Turn.% Expected Vacancies
Expected to Remain
Top Management
100 20% 20 80
Mid Management
200 24% 48 152
Low Management
600 22% 132 468
Skilled Workers 600 16% 96 504Assy Workers 2000 12% 240 1760Total 3500 536 2964
(Historic Departures)
Average turnover percentage= 536/ 3500= .1531
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Job Analysis
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Job Design – Affecting Factors
OrganisationalFactors
EnvironmentalFactors
Behavioral Factors
Job Design Productive and Satisfying Job
Feedback
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Job Analysis
Introduction Components of Job Analysis Process Role Analysis Job Description Job Specification Job Design
Summary
Designed by MET-CET
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Job Analysis
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