job analysis_final show

8/7/2019 JOB ANALYSIS_FINAL SHOW

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JOB ANALYSIS

BY

AMBUJ KUMAR TIWARIMBA(II)*


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TERMINOLOGY OF THE STUDY OFWORK

TASK: It is a distinct work activity carried out for a distinctpurpose.

DUTY: It includes a large segment of the work comprisingany number of tasks performed by an individual. POSITION: It consists of one or more duties performed by

a given individual in a given firm at a given time. JOB: It is a group of positions that are similar in their

significant duties. OCCUPATION: It is a group of similar jobs found in

different organizations at different times.


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Job Analysis- What is it ?

The procedure for determining the duties and

skill requirements of a job and the kind of person who should be hired for it.


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What Information Do I Collect?

Work activities Human behaviors Machines, tools, equipment and work aids Performance standards Job context (Environment) Human requirements


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Human behaviors

Sensing Communicating Deciding Writing


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Machines, Tools, Equipment, Work

Aids

Equipment used Materials processed Knowledge dealt

with or applied Services rendered


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Performance Standards

Information about the jobs performance

standards in terms of quality or quantity. These standards will be used when

appraising employees.


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Job Context (Environment)

Physical workingconditions

Work schedule Organizational context Social context ( the number

of people with whom theemployee would normally interact )


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Human Requirements

Job-related knowledge andskills

Education Training Work experience

Personal attributes Aptitudes Physical characteristics Personality

Interests


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Steps in Job Analysis


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Methods of Collecting Job Analysis

Information The Interview

Questionnaire Observation Participant diary

Multiple sources of information Joint effort between HR, the worker and the

supervisor


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Widely Used: The Interview

Individual Interviews witheach employee

Group Interviews withgroups of employees whohave the same job

Supervisor Interviews withone or more supervisors whoknow the job.


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Sample Interview Questions

What is the job being performed?What are the major duties of your position? What

exactly do you do?What physical locations do you work in?

What are the education, experience, skill, and [where

applicable] certification and licensing requirements?In what activities do you participate?

What are the jobs responsibilities and duties?


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Sample Interview Questions(continued)

What are the basic accountabilities or performancestandards that typify your work?

What are your responsibilities? What are the environmentaland working conditions involved?

What are the jobs physical demands? The emotional and

mental demands?

What are the health and safety conditions?Are you exposed to any hazards or unusual working

conditions?


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Interview Guidelines

The job analyst and supervisor should

identify the workers who know the jobbest and would be objective Establish a rapport with the interviewee Follow a structured guide or checklist Ask a worker to list duties in order of importance and frequency of occurrence Review and verify data


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Pro:

1. Simple, quick and easy2. May generate information that never appears on written documents

3. Provides an opportunity to explain theneed of the analysis

4. Employee may be able to ventfrustration


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Con:

1. Expensive and time consuming2. Distortion

Thus should be used with other methods(multiple sources)


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How to Conduct a QuestionnaireSession

Having employees fill out questionnaires todescribe their job-related duties & responsibilitiesis a good way to obtain job analysis information.

First, you have to decide on how structured or

open-ended the questionnaire will be.


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How to Conduct a QuestionnaireSession

In structured questionnaires, employees are given

an inventory of specific duties to select from. Example of open ended questionnaires could be

describe the major duties of your job The ideal questionnaire would be a combination of

both structured questions and open-ended ones.
http://www.hr-guide.com/data/G012.htm


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PORTLAND STATE UNIVERSITY POSITION DESCRIPTION

* * PLEASE READ INSTRUCTIONS BEFORE COMPLETING THIS FORM * * ( ) New ( ) Revised

SECTION 1. POSITION INFORMATION a. Class Title:b. Class No.:c. Effective Date:d. Position No.:e. Working Title:f. Work Unit:g. Agency No.:h. Employee Name:i. Work Location (City-County):

_________________________________________________________________________________ j. Position: ( ) Permanent ( ) Seasonal ( ) Limited Duration ( ) Academic Year ( ) Full Time ( ) Part Time ( ) Intermittent ( ) Job Share

_________________________________________________________________________________ k. FLSA: ( ) Exempt ( ) Non-Exempt l. Eligible for Overtime: ( ) Yes ( ) No

_________________________________________________________________________________ SECTION 2. PROGRAM/POSITION INFORMATION

a. Describe the program in which this job exists. Include program purpose, who's affected, size, and scope.

Include relationship to agency mission.

b. Describe the purpose of this position, and how it functions within this program, by completing this statement:The purpose of this job/position is to . . .


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SECTION 3. DESCRIPTION OF DUTIES

List major duties. Note percentage of time duties are performed. If this is an existing position, mark "N" for new duties or "R" for revised duties.% of Time N/R DUTIES

_________________________________________________________________________________

SECTION 4. WORKING CONDITIONS

Describe special working conditions, if any, that are a regular part of this job. Include frequency of exposure to theseconditions. ________________________________________________________________________________

SECTION 5. GUIDELINES

a. List any established guidelines used to do this job, such as state or federal laws or regulations, policies, manuals or desk procedures.

b. How are these guidelines used to perform the job?

SECTION 6. WORK CONTACTS

With whom outside of co-workers in this work unit must this position regularly come in contact?

Who Contacted How Purpose How Often?

SECTION 7. JOB-RELATED DECISION MAKING

Describe the kinds of decisions likely to be made by this position. Indicate affect of these decisions where possible.


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Questionnaire

Pro: Is a quick, cheap & efficient way toobtain information from a large number of employees

Con: developing the questionnaire can be

expensive, time consuming and requiresprofessionals. May miss out on interpretations
http://www.hr-guide.com/data/G012.htm


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Observation

Observation may becombined with interviewing

Take complete notes

Talk with the person being

observed

explain what ishappening and why Ask questionsMain problem is Reactivity


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Diaries

Time-consuming Remembering what was

done earlier Can use dictating

machines and pagers

Includes critical &infrequent tasks(complete picture)


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Using Multiple Sources

To avoid in accuracies, someorganizations use several datacollection methods to perform

job analysis. For example, collect data from

different types of respondents:employee, supervisor..etc.

For example use questionnairesor observation first followed byinterviews


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Why are managers Dejobbing theircompanies

Dejobbing is broadening the

responsibilities of the companys jobs andencouraging employees not to limitthemselves to whats on their job

description.


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Trends and De-Jobbing

Rapid product andtechnological changes

GlobalChanges

Demographics

Competition


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Why are managers Dejobbing theircompanies

Flatter Organizations Work Teams Boundaryless Organizations (virtual,

network, modular) Reengineering


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REFERENCES Sample Job Analysis Questionnaires to Define the

Duties of a New Job. Internet.http://www.lycos.com/business/cch/tools.html . 14

February 2001. MANAGING HUMAN RESOURCES

Wayne F. Cascio

HUMAN RESOURCE MANAGEMENTK Aswathappa
http://www.lycos.com/business/cch/tools.htmlhttp://www.lycos.com/business/cch/tools.html


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THANK YOU!

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