Download - BBA-SEM-3-HRM-Job analysis
![Page 1: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/1.jpg)
Job AnalysisJob Analysis
Golden Words By Martin Luther King..If you can Fly, RUN………If you can Run, WALK
If you can Walk, CRAWL…….BUT KEEP MOVING…….
Kunal Upadhyay
![Page 2: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/2.jpg)
Meaning• Job analysis is the process of the
collecting job related information, such information helps in the preparation of job description and job specification
![Page 3: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/3.jpg)
Process of Job Analysis
![Page 4: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/4.jpg)
Strategic Choices• Employee involvement– Job analysis involves collecting job related
information-duties, responsibilities, skills and knowledge required to perform the job
• The level of Details– The level of analysis affect the nature of the
data collected– The nature of job being analysis determines
the level of detail in job analysis
![Page 5: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/5.jpg)
Cont…• Timing and frequency of analysis
– An organization is newly established and job analysis is generally conducted
– A new job is created in an established company
– Due to change in technology, methods, system
– The organization is contemplating a new remuneration plan
![Page 6: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/6.jpg)
Cont..• Past-oriented versus Future-oriented
– Changing rapidly due to fast growth or technology change, a more future-oriented approach to job analysis may be desire
– Traditional job analysis information describe how the job has been done in the past and manner which it is being currently done
![Page 7: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/7.jpg)
Cont…
• Non-Human Source
– Existing job descriptions and specification
– Tools of maintain records
– Equipment design blueprint
– Blueprint of work area– Magazine and
newspaper
• Human Source
– Job analysis– Job incumbents– Supervisors– Job experts
• Source of data
![Page 8: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/8.jpg)
Information Gathering• What type of data is to be collected ?• What methods are to be employed
for data collection ?• Who should collect the data ?
![Page 9: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/9.jpg)
![Page 10: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/10.jpg)
Observation• The job analyst carefully observes the
jobholder at work and records what he or she dose
• How much time is needed for completion of given task
• Method is simple because its direct observation
• Observation handle by experts people who have expertise knowledge and also maintains the record
![Page 11: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/11.jpg)
Interview• The analyst interview the job
holder and his/her supervision to draw out information about the job
• Its structured interview form is used to record the information during the interview the analyst make judgment about the interview
![Page 12: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/12.jpg)
Questionnaire• Job holder fill in the given structured
questionnaire which approved by the supervisor
• The job title of the job holder• The job title of job holder’s managers or
supervisor• The job title and number of staff reporting
to the job holder• A brief description of the overall roll or
purpose of job
![Page 13: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/13.jpg)
![Page 14: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/14.jpg)
Checklists• Checklists is similar to a
questionnaire, but the response sheet contains fewer subject judgment and tend to be either yes or no
• Checklist can cover as many as 100 activities and job holders tick only those tasks that are include their jobs
![Page 15: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/15.jpg)
Technical Conference • Service of supervisors who possess
extensive knowledge about a job are used
• From these experts that details about the job are obtained
![Page 16: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/16.jpg)
Diary Method• The method require the job holders to
record in detail their activities each day
• This technique is accurate and eliminates errors caused by memory lapses the job holder makes while answering the questionnaire and checklists
![Page 17: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/17.jpg)
Information Processing• Once the data collected, it need
processed
• Specifically job-related data would be useful to prepare job description and job specification
![Page 18: BBA-SEM-3-HRM-Job analysis](https://reader035.vdocument.in/reader035/viewer/2022081505/58ea5e1b1a28abb8208b614b/html5/thumbnails/18.jpg)
Job Description & Job Specification
• Job DescriptionJob Description– Job title– Location– Job Summary– Duties– Machines, tools– Materials and form
used– Supervision given or
received– Working conditions– Hazards
• Job Specification– Education– Experience– Training– Judgment– Initiative– Physical effort– Physical skills– Responsibilities– Communication skills– Emotional
Characteristics