Chapter 04 IHRM ( Own )

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CHAPTER - 4

JOB ANALYSIS



JOB ANALYSIS

The procedure for determining the duties and

skill requirements of a job and the kind of

person who should be hired for it.



COMPETENCY- BASED JOB ANALYSIS

Describing a job in terms of the measurable ,observable, behavioral competencies

(knowledge, skills and/or behaviors) anemployee must exhibit to do a job well.



JOB DESCRIPTION

A list of jobs duties, responsibilities, reporting

relationship, working conditions and supervisory

responsibilities.



JOB SPECIFICATION

A list of jobs human requirements that is,requisite education, skills, personality and so on.



JOB ENRICHMENT

Redesigning jobs in a way that increases theopportunities for the workers to experience

feelings of responsibility, achievement,recognition and growth.



JOB ENLARGEMENT

Assigning workers additional same-levelactivities, thus increasing the number of

activities they perform.



JOB ROTAION

Systematically moving workers from one job toanother to enhance work team performance

and/or to broaden his experience and identifystrong and weak points to prepare the personfor an enhanced role with the company.



DEJOBBING

Broadening the responsibilities of the companys jobs, and encouraging employees not to limit

themselves to whats on their job descriptions.



REENGINEERING

The fundamental rethinking and radical redesignof business processes to achieve dramatic

improvements in critical performances, such ascost, quality, service and speed.



INFORMATION GAINED FROM JOB

ANALYSIS

1. Work activities.2. Human behaviors.

a. Communicating.

b. Deciding and writing etc.c. Job demands like lifting weight, walking long etc.

3. Machines, tools, equipment and work aids.4. Performance standards.5. Job context.

a. Physical working conditions.b. Work schedule.c. Social context.d. Incentives

6. Human requirements.a. Job related knowledge or skills.

b. Personal attributes.



USES OF JOB ANALYSIS INFORMATION

1. Recruitment and selection.

2. Compensation.

3. Performance appraisal.4. Training.

5. Discovering unassigned duties.

6. EEO compliance.



STEPS IN JOB ANALYSIS

1. Decide how you want to use the information.

2. Review relevant background information such as

organization charts, process charts and jobdescriptions.

3. Select representative position.

4. Actually analyze the job.

5. Verify the job analysis information.6. Develop the job description and job specification.



METHODS OF COLLECTING JOB

ANALYSIS INFORMATION

1. The interview.

a. Individual interview.b. Group interviews.

c. Supervisor interviews.

2. Questionnaires.

a. Structured.

b. Unstructured.



METHODS OF COLLECTING JOB

ANALYSIS INFORMATION (contd)

3. Observation.

a. Direct.

b. Indirect.

4. Participant diary/logs.



QU ANTITATIVE JOB ANALYSIS

TECHNIQUES

1. Position Analysis Questionnaire

A questionnaire used to collect quantifiable data concerning

the duties and responsibilities of various jobs. For example,the score of the job may be based on its decision making,skilled activity, physical activity, vehicle/ equipment operationand processing information.

2. DOL Job Analysis Procedure

A method of quantitatively classifying, rating and comparing

jobs based on score for data to be processed, people to bedealt and things to be handled or operated.



QU ANTITATIVE JOB ANALYSIS

TECHNIQUES (contd)

3. Functional Job Analysis

A method of classifying jobs similar to the DOL method but

additionally taking into account the extent of reasoning, judgment and mathematical and verbal abilities necessary for performing

job tasks.

4. Internet-Based Job AnalysisHR Department distribute standardized job analysis

questionnaires to geographically disbursed employees via internet or company intranet to complete the forms and return by aparticular date.



WRITING JOB DESCRIPTION

1. Job identification.

a. Job title.

b. Date.

c. Who approved the job description.

d. Location of the job.

e. Immediate supervisor title.f. Salary/pay scale.

g. Grade of the job.





WRITING JOB DESCRIPTION (contd)

4. Responsibilities and Duties.

a. Authority.

b. Budgetary limitation.

5. Standard of performance.

a. Quality standards.

b. Quantity standards.



WRITING JOB DESCRIPTION (contd)

6. Working conditions.

a. Things like noise level, office or field area.

b. Heat, or hazardous conditions etc.

7. Job specification.

a. Human traits.

b. Education.c. Experience.

d. Job related behavior.



JOB RELATED BEHAVIOR

1. Industrious.

2. Thoroughness.

3. Schedule flexibility.4. Attendance.

5. Off task behavior.

6. Unruliness.

7. Theft.8. Drug misuse.

Chapter 04 IHRM ( Own )

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