Download - Job Analysis1 ppt presentation
-
7/24/2019 Job Analysis1 ppt presentation
1/37
JO B AN ALYSIS
-
7/24/2019 Job Analysis1 ppt presentation
2/37
Assignm ent 1
Why is it important to have a goodknowledge on HRP for a business toprogress?
Deadline: 2ndOtober! 2"#$
2%"" words
-
7/24/2019 Job Analysis1 ppt presentation
3/37
Introduction
&n'depth investigation
(naly)e *O+ not person
Determine magnitude of duties! responsibilities and
physial and emotional skills for a given ,ob- .ouses on work behaviors! tasks! and outome
.ators reogni)es what a ,ob demands and what skillsand /uali0ation a produtive employee must possess
( personnel manager has to undertake ,ob analysis so
as to put right man on right ,ob *ob (nalysis may be onduted by the employer1s
Human Resoures department or by a trained *ob(nalyst3onsultant-
-
7/24/2019 Job Analysis1 ppt presentation
4/37
Definition
( de0ned data olletion andanalysis proedure through whihinformation about ,ob tasks and ,obre/uirements are obtained-
*ob analysis is the proedure fordetermining the duties and skill
re/uirements of a ,ob and the kind ofperson who should be hired for it-
-
7/24/2019 Job Analysis1 ppt presentation
5/37
Inform ation collected under job analysis;
4ature of ,obs re/uired in a onern-
4ature si)e of organi)ational struture-
5ype of people re/uired to 0t thatstruture-
5he relationship of the ,ob with other ,obsin the onern-
6ind of /uali0ations and aademibakground re/uired for ,obs-
Provision of physial ondition to supportthe ativities of the onern-
-
7/24/2019 Job Analysis1 ppt presentation
6/37
Job Analysis Process
3onduted in reasonable manner
7ultistage proess
8!9!!; stages' depends uponorgani)ation
-
7/24/2019 Job Analysis1 ppt presentation
7/37
Identification of Job Analysis Purpose
Proess is useless as long as purposenot identi0ed
Hene! underline its need anddesired output-
3annot spend money! energy andput people at work if doesn
-
7/24/2019 Job Analysis1 ppt presentation
8/37
!o ill "onduct Job
Analysis Deide who will ondut it
=ome ompanies prefer getting it
done by their own HR department Hire ,ob analysis onsultants
*ob analysis onsultants helpful as
they o>er unbiased advie 4o personal likes and dislikes when it
omes to analy)e a ,ob-
-
7/24/2019 Job Analysis1 ppt presentation
9/37
# o$ to "onduct t!e
Process How ,ob analysis proess needs to
be onduted
( planned approah re/uired toinvestigate about re/uired ,ob
-
7/24/2019 Job Analysis1 ppt presentation
10/37
Strate%ic D ecision & a'in%
Deide to etent employeeinvolvement in the proess
@evel of details to be olleted andreorded
=oures of data
Data olletion methods
-
7/24/2019 Job Analysis1 ppt presentation
11/37
(rainin% of Job Analyst
5rain the ,ob analyst
How proess will be onduted
Whih method to use' &nterview!Auestionnaire or Observationmethod
-
7/24/2019 Job Analysis1 ppt presentation
12/37
Preparation of Job Analysis
Process HR managers informs employees Cmployees should o>er full support
to ,ob analyst Prepares douments! /uestionnaires!
interviews and feedbak forms-
-
7/24/2019 Job Analysis1 ppt presentation
13/37
D ata "ollection
ather ,ob'related information
What eduational /uali0ation the
employee should have =kills! abilities! to whom he will
report! duties! responsibilities-
5ype of behavior epeted
-
7/24/2019 Job Analysis1 ppt presentation
14/37
D ocum entation) *erification and +e,ie$
Review all the data olleted
&mmediate supervisor
Help on0rm if information is orretand omplete-
ive that person a hane to review
and modify desription of the ,obativities-
-
7/24/2019 Job Analysis1 ppt presentation
15/37
D e,elopin% Job D escription and JobSpecification
=eparate the information gathered intoE
*ob desription
*ob spei0ation
Fital parts of ,ob analysis-5hey de0ne a ,ob fully and guide both employer
and employee on how to go about the wholeproess of reruitment and seletion- +oth data
sets are etremely relevant for reating a right0t between ,ob and talent! evaluateperformane and analy)e training needs andmeasuring the worth of a partiular ,ob-
-
7/24/2019 Job Analysis1 ppt presentation
16/37
Job D escription
Written statement
Desribes ativities and responsibilities of the ,ob
Gseful to publii)e for the ,ob and thus attrating a pool oftalent-
ives reruiting sta> an idea of what kind of employeethey should look for
*ob title
*ob loation
5o whom you will report or who is going to report to you 5asks and duties
Working onditions
7ahines! tools and e/uipments used
Risk of the work
-
7/24/2019 Job Analysis1 ppt presentation
17/37
Job Specification
Written statement
Desribed based on ,ob desription
Helps appliants to reali)e if they are 0t and eligible for the,ob
Cduational /uali0ations
=pei0 /ualities
@evel of eperiene
3ommuniation skills
eneral health *udgment
leadership skills
(bilities
.leibility
-
7/24/2019 Job Analysis1 ppt presentation
18/37
-
7/24/2019 Job Analysis1 ppt presentation
19/37
-
7/24/2019 Job Analysis1 ppt presentation
20/37
-
7/24/2019 Job Analysis1 ppt presentation
21/37
M ethod of collecting jobanalysis data
-
7/24/2019 Job Analysis1 ppt presentation
22/37
O bser,ation & et!od
*ob analyst observes an employee
Reords performed and non'performed task
What are the duties of the employees! and
if employees are able to ful0ll them
Proper method?
Cveryone has own way of observing
Di>erent person interpret things di>erently
+ias
&f ,ob analyst is properly trained this issueould be avoided
-
7/24/2019 Job Analysis1 ppt presentation
23/37
Inter,ie$ m et!od
&mperative to interview the ,ob holder-
7aybe would depend on a preliminarydraft submitted by the ,ob holder andsuperior
*ob holders ought to be given theopportunity to omment on the 0nal
draft &nterview will have a signi0ant impat
on the /uality of the ,ob desription
-
7/24/2019 Job Analysis1 ppt presentation
24/37
Before t!e inter,ie$
Prepare before the atual meeting takes plae
7ake sure that the interview is well planned-
=et up a de0nite appointment with the person to beinterviewed-
5ry to arrange for a neutral venue where you andisuss at ease and be free from interruptions-
Review your knowledge about the organi)ation unit youwill be working with-
5ry to separate! known fats from opinions andinterpretations-
+e areful not to pre,udge- ou may be mistaken-
*ob desription you develop must ommuniate the real
ontent of the ,ob-
-
7/24/2019 Job Analysis1 ppt presentation
25/37
D urin% t!e inter,ie$
=tart the interview
Cstablish rapport
Cplain your roleHelp the worker to think
(sk one /uestion at a time
Phrase /uestion arefully
3ondut interview in plain language
+e patient and onsiderate to theworker
-
7/24/2019 Job Analysis1 ppt presentation
26/37
Do not be dominant
@isten to omplaints but do not
ommentWhen you ask a /uestion! do so in an
in/uisitive manner and not in ahallenging way- Do not show
approval or disapproval-
When losing the interview ask ifthey have anything more to add
-
7/24/2019 Job Analysis1 ppt presentation
27/37
. uestionnaire m et!od
3ommonly used method
(sk the employees to 0ll the /uestionnaires
Personal bias-
.raming of /uestion should be di>erent fordi>erent grades of employees-
7anagement should assure the sta> thatdata olleted will be used for their ownbene0t-
Otherwise! proess would be a waste oftime! money and human resoures-
-
7/24/2019 Job Analysis1 ppt presentation
28/37
Position Analysis Questionnair
e (PAQ) Developed by Dr- Crnest *- 73ormik and assoiates atPurdue Gniversity
3ontains #;% items alled ,ob elements
Clements are worker'oriented-
3lassi0ed as worker behaviors
5he items are organi)ed into si divisions:
&nformation input
7ental proesses Work output
Relationships with others
*ob ontet
Other *ob harateristis Isuh as pae and strutureJ
P iti A l i Q ti i
http://www.paq.com/http://www.paq.com/http://www.paq.com/http://www.paq.com/ -
7/24/2019 Job Analysis1 ppt presentation
29/37
Position Analysis Questionnaire
#;% items of ,ob elements inludes si
ategories: Information input-35
Where employees reeive information to do ,ob
Written? Cmails' researh? 2. Mental processes- 14
Do you need to reason! take deision! planwhile working?
3. Work output 49
Physial abilities needed
5ools used while working
-
7/24/2019 Job Analysis1 ppt presentation
30/37
4.Relationships with other persons-$8
Work in team?
Relation with ustomers
5. o! conte"t- 19
Physial or soial ontetK
Fentilated? 3onLit faing
#. $ther %o! characteristics-41
(tivities! onditions! or harateristisother than those desribed above are
relevant to the ,ob?
-
7/24/2019 Job Analysis1 ppt presentation
31/37
/ ses of job analysis
Cmployment
5raining and Development Program
Performane (ppraisal
Promotion and 5ransfer
Preventing dissatisfation and settling3omplaints
Disipline Wage and =alary (dministration
Health and =afety
&ndustrial Relations
-
7/24/2019 Job Analysis1 ppt presentation
32/37
-
7/24/2019 Job Analysis1 ppt presentation
33/37
Lac' of & ana%em ent
Support *ob analyst get no support from
management
3ommuniate with employees &f no proper proess' employees will not
ooperate
7ay think they are not working well
(tions will be taken against them
Hene! management must do their ,obswell
-
7/24/2019 Job Analysis1 ppt presentation
34/37
Lac' of "o0operation from 1m ployees
4eed employees support
Data should be aurate
Wastage of time! money and humane>ort
7ust win trust of employees
=olve their problems not add to them
-
7/24/2019 Job Analysis1 ppt presentation
35/37
Inability to Identify t!e N eed of JobAnalysis
Remember 0rst step of proess?
Ob,etives should be learly de0ned
Otherwise' whole proess will befutile
-
7/24/2019 Job Analysis1 ppt presentation
36/37
Biasness of Job Analyst
*ob analyst should be fair
4eeds genuine data
=hould not be linked with ,ob analystpersonal feelings
&mpartial
=ometimes' better to outsoure
-
7/24/2019 Job Analysis1 ppt presentation
37/37
/ sin% Sin%le D ata Source
What will be the impat of using onesoure?
Gse many soures 3ombination of methods
Otherwise' data might be inaurate
&f data inaurate' whole proess willbe wasted