2785409
Beschreibung
Mindmap von Nicole Lorissa, aktualisiert more than 1 year ago
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Erstellt von Nicole Lorissa
vor mehr als 9 Jahre
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Job Analysis
- What is Job
Analysis?
- It is a procedure or a detailed examination of
the tasks and performance elements that make
up a job. It determines the duties and skill
requirements and what the job requires in
terms of aptitudes, knowledge and skills.
- What is the importance of conducting monthly meetings for better understanding of
employee’s job?
- Feedback
- Reviewal of performance
- Announcement of major changes
- Feedback
- What is the importance of conducting monthly meetings for better understanding of
employee’s job?
- It is a procedure or a detailed examination of
the tasks and performance elements that make
up a job. It determines the duties and skill
requirements and what the job requires in
terms of aptitudes, knowledge and skills.
- Why conduct one?
- Training
- Because there are different positions in the organizations in which
different skills are needed for each ; this allows us to develop questions
like "Who is to be trained"/by when?/the contents.
- Because there are different positions in the organizations in which
different skills are needed for each ; this allows us to develop questions
like "Who is to be trained"/by when?/the contents.
- Recruiting
- It helps to fill in the right vacancy of the job as it helps to
understand what type of employee is suitable for the work.
- It helps to fill in the right vacancy of the job as it helps to
understand what type of employee is suitable for the work.
- Appraisal and evaluating performance
- Helps decide who to be promoted/dismissed
as to whether or not they are performing up
to standard.
- Helps decide who to be promoted/dismissed
as to whether or not they are performing up
to standard.
- Training
- Who conducts one?
- It is usually a joint effort between HR specialists, the
worker and the worker’s supervisor.
- It is usually a joint effort between HR specialists, the
worker and the worker’s supervisor.
- How to conduct one?
- Step 1: Collect Information
- Collect required information related to various
aspects of jobs through interviews, observations
and questionnaires
- Collect required information related to various
aspects of jobs through interviews, observations
and questionnaires
- Step 2: Analysis and Evaluate background information
- Review relevant background information such as
organization charts as it show the organization wide
division of work, how the job in question relates to other
jobs, and where the job fits in the overall organization.
- Review relevant background information such as
organization charts as it show the organization wide
division of work, how the job in question relates to other
jobs, and where the job fits in the overall organization.
- Step 4: Verification of job analysis
- To help confirm that the information collected is factually correct
and complete, a verification with the worker and with his or her
immediate supervisor should be carried out. This also allows any
sort of modifications to be carried out.
- To help confirm that the information collected is factually correct
and complete, a verification with the worker and with his or her
immediate supervisor should be carried out. This also allows any
sort of modifications to be carried out.
- Step 3: Select representative positions and actually analyze the job
- There may be too many similar jobs to
analyze so, select representative positions to
avoid unnecessary work.
- There may be too many similar jobs to
analyze so, select representative positions to
avoid unnecessary work.
- Step 5: Develop a job description and job specification.
- The job description describes the activities and responsibilities of
the job. The job specification summarizes the knowledge, skills and
abilities required for getting the job done.
- What is a job description?
- It is a written statement of what
the worker actually does, how he
or she does it, and what the job’s
working conditions are.
- Why is it important?
- Job Identification
- Includes information like job title which is valuable for
providing employee information and fostering
self-esteem.
- Includes information like job title which is valuable for
providing employee information and fostering
self-esteem.
- Duties & Responsibilities
- Indicates very clearly of the expectations of employees.
- Indicates very clearly of the expectations of employees.
- Compensation Plans
- Allows companies to
develop standardized
compensations plans for
each employee.
- Allows companies to
develop standardized
compensations plans for
each employee.
- Recognition & Awards
- Recognize/Encourage employees to strive and perform better.
- Recognize/Encourage employees to strive and perform better.
- Discipline
- To be used as an illustration for
employees whom are not performing.
- To be used as an illustration for
employees whom are not performing.
- Relationships
- Helps identify relationships so as
to achieve job satisfaction.
- Helps identify relationships so as
to achieve job satisfaction.
- Job Identification
- It is a written statement of what
the worker actually does, how he
or she does it, and what the job’s
working conditions are.
- What is a job specification?
- It tells us, what kind of person to recruit and also under what
qualities that person should be tested. Job Specification
translates the job description into terms of the human
qualifications, which are required for performance of a job
- It tells us, what kind of person to recruit and also under what
qualities that person should be tested. Job Specification
translates the job description into terms of the human
qualifications, which are required for performance of a job
- What is a job description?
- The job description describes the activities and responsibilities of
the job. The job specification summarizes the knowledge, skills and
abilities required for getting the job done.
- Step 1: Collect Information
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