2799089
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.
- importance of conducting monthly
meetings
- Feedback
- Reviewal of performance
- Announcement of major changes
- Feedback
- importance of conducting monthly
meetings
- 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
- Duties & Responsibilities
- Compensation Plans
- Recognition & Awards
- Discipline
- Relationships
- 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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