Top Banner
Job analysis Introduction, importance, methods etc.
17
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Page 1: Job Analysis Ppt

Job analysis

Introduction, importance, methods etc.

Page 2: Job Analysis Ppt

Job Analysis• Job analysis is a systematic investigation of the tasks,

duties and responsibilities necessary to do a job. • Job analysis is the process of collecting job related

information.

Page 3: Job Analysis Ppt

Objectives/Purpose of Job Analysis

Page 4: Job Analysis Ppt

Process of Job analysis

Page 5: Job Analysis Ppt

Types of Job analysis Information

Work Activities:

Machines, Tools, Equipments and Work Aids used

Personal requirements

Job context

Page 6: Job Analysis Ppt

Outcomes of Job Analysis • The information obtained from job analysis is classified

into three categories.

–Job description

–Job specification

–Job evaluation

Page 7: Job Analysis Ppt

Job Description

• A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job.

• The job description is based on objective information obtained through job analysis.

• Job description acts as an important resource for– Describing the job to potential candidates– Guiding new hired employees in what they are specifically

expected to do– Providing a point of comparison in appraising whether the

actual duties align with the stated duties.

Page 8: Job Analysis Ppt

Example of Job DescriptionJOB TITLE:_____ OCCUPATIONAL CODE:

________REPORTS TO:___ JOB NO. :

___________________SUPERVISES:___ GRADE LEVEL:

_______________AS ON DATE :_________

FUNCTIONS: ______________________________________________________________________________________________________

DUTIES AND RESPONSIBILITIES: ______________________________________________________________________________________________________

JOB CHARACTERISTICS: ______________________________________________________________________________________________________

Page 9: Job Analysis Ppt

Job specification

• Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job.

• Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job.

Page 10: Job Analysis Ppt

Example of Job SpecificationJOB TITLE: __________________________EDUCATION:_________________________PHYSICAL HEALTH:

________________________________________________________________________________________________________________________

APPEARANCE: ____________________________________________________________

MENTAL ABILITIES: _______________________________________________SPECIAL ABILITIES: _______________________________________________PREVIOUS WORK EXPERIENCE:

________________________________________________________________________________________________________________________

SPECIAL KNOWLEDGE & SKILLS:_____________________________________OTHER : ________________________________________________________

Page 11: Job Analysis Ppt

Job Evaluation

• Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration.

• If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.

Page 12: Job Analysis Ppt

Methods of Collecting Job Analysis Data

• Observation• Performing the job.• Critical incidents• Interview- individual & group• Panel of experts• Diary method• Questionnaire – Structured– Unstructured

Page 13: Job Analysis Ppt

Methods of collection Job description data

• Diary/log books• Observation• Interview• Questionnaire:– Structured – Unstructured

Page 14: Job Analysis Ppt

Which method to use ?

• Factors to be considered before choosing the method of collecting data are:

– No. of job/employees to be considered. – Time limit– Cost factors– Education levels of incumbents– Type of data required.

Page 15: Job Analysis Ppt

Questionnaires

• Unstructured format is more useful when:

– Questions are open ended.– Questions that probing– The number of incumbents is less– Roles are unclear

• Structured more useful when:

– The jobs are fixed and duties extremely clear.– Number of incumbents is large.

Page 16: Job Analysis Ppt

Which questionnaire to use ?

An optimum combination of structured as well as unstructured

questions can lead to the best questionnaire. A questionnaire is the

best alternative to interviewing a large number of employees. It is much

more cost effective.

Page 17: Job Analysis Ppt

Thank You.

Have a nice day!