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HUMAN RESOURCE MANAGEMENT
CHAPTER 4
JOB N LYSIS
Presented By
Harish Mudgal 231061Honey Nitharwal 231067 Pooja Sharma 231097Kanika Jain 231073 Rohit Mohan 231103Kritika Bhatia 231079 Radhika Modi 231109Mimansha Gupta 231091 Rajeev Sharma 231115
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Main purpose of the chapter :
How to analyse a job and write job description.
Index :
1. Nature of job analysis what it is and how its used
2. Methods of collecting job analysis information
3. Write job description
4. Write job specification
5. Job analysis in worker- empowered world
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Also known as Work Analysis
A family of procedures to identify content of job
And job requirements needed
Job Description : list of job duties, responsibilities, workingconditions
Job Specification : List of jobs human requirements, educationskills, personality
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Work Activities Human Behaviours
Machines, tools, equipment and work aids
Performance StandardsJob Context
Human requirements
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Recruitment and Selection Compensation
Training
Performance Appraisal Discovering Unassigned Duties
Legal Compliance
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1. How youll use the information ?2. Review relevant background information, organization chartsand process charts
3. Select representative positions
4. Actually analyse the job
5. Verify information
6. Develop job description and job specifications
Job Analysis Guidelines
a) Joint effortb) Collect information from different department
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The Interview
Questionnaires
Observation
Participant Diary/Logs Quantitative Techniques
Internet Based Job Analysis
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Interviewing employees to collect information on jobs duties,responsibilities and activities.
Unstructured Interview : Open questions like Tell me about yourjob ?
Structured Interview : Specific questions list.
Challenges :
Interviewee must fully understand the reason for the interview
Employees should not view such interviews as efficiencyevaluations that may affect their pay.
As they may hesitate to describe their jobs accurately.
May exaggerate some responsibilities while minimizing others.
Interview Guidelines:
To get best information possible, following things should be keptin mind:
Quickly establish rapport with interviewee.
Follow a structured checklist.
After completing the interview, review and verify the data.
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Questionnaires Employees fill out questionnaire to describe their duties &
responsibilities.
Pros:
Quick and efficient way to obtain information. Less costly than interviewing employees.
Cons
:
Developing the questionnaire and testing it can be timeconsuming.
Employees may distort their answers.Observation
It is useful when job consists of observable physical activities.Eg. Assembly line, clerk accounting.
Not useful when job entails a lot of mental activity like lawyer,
design, engineer.Participant Diary Logs
Ask workers to keep a diary/log of what they do during theday.
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Quantitative Job Analysis It is used when we need to compare the jobs.
Position Analysis Questionnaire PAQ tool is used.
PAQ score is obtained by giving rating in these five activities :Decision making, Skilled activities, Physical activity, Operatingequipments, Processing information.
Internet Based Job Analysis
Methods like questionnaire and interviews can be timeconsuming and costly.
Collecting information from geographically different locationcan be difficult.
Conducting job analysis via internet is a good solution.
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Common Sections
Covered
Job Identification
Name of the Job
Recommended SalaryGrade
Relationships
Department/ Division
Location
A written statement ofwhat the worker actually
does, how he or she does
it, and what the jobs
working conditions are.
The knowledge, abilities
and skills required to
perform the jobsatisfactorily.
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Job SUMMARY
Essence of the Job
Major Functions andActivities
Flexible, having scope
for additional duties not
explicitly mentioned
Use the right words,
Nature of the job should
be clear
No ambiguities
RESPONSIBILITIES &
DUTIES
List and describe all
major duties
Limits of the
jobholdersauthority
Sources: Job analysis,
standardized job
descriptioninformation, external
websites etc.
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STANDARDS OF PERFORMANCE ANDWORKING CONDITIONS
AUTHORITY OF INCUMBENTS
JOB SPECIFICATIONS
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Trained vs. Untrained Personnel
Identify human Requirements
1. Judgment Approacha. Educated Guessb. Common Sense
Industriousness Thoroughness Schedule FlexibiltyAttendance Theft(reverse) Unruliness(reverse)
2. Statistical Analysisa. Analyze
b. Select personal traits
c. Test candidates
d. Measure job performance
e. Statistically analyze the relation
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Job enlargementJob rotation
Job enrichment
Reengineering Competency-Based Job Analysis
Measurable, observable and behavioral competencies Suitable for high performance work system
Support the companys aims
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