aima_hrm_04
TRANSCRIPT
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Paper
HR-01: Human Resource Management
Session – Unit 4
Topic
Job Analysis
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Presenter
S.C Kapoor
Executive Director THIRD MILLENNIUM
BUSINESS RESOURCE ASSOCIATES
PRIVATE LIMITED
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Job Analysis
Job – A Job is a collection of tasks that can
be performed by a single employee that
contributes to production of some product orservice provided by the organization.
Analysis – Analysis means resolution into
simple elements or examining the
constitution minutely.
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Job Analysis …Contd.
Specification emphasises:
1. Education;
2. Experience;
3. Skills (Technical and Behavioural);
4. Knowledge (Technical and Behavioural);etc.
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Job Evaluation An attempt to determine and compare thedemands which the normal performance of
particular jobs makes on normal employeeswithout taking account of the individual abilitiesor performance of the employees concerned. Itis the process of analysis and assessment of
jobs to ascertain reliably their relative worth. Itinvolves giving / fixing / assigning a place /position in the job hierarchy.
Job Rating – Conversion of the worth of a job to
its money value.
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Relationship Between the
Terms
Job Description
Job Evaluation
Job Analysis
Job Specification
Job Rating
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Uses of Job AnalysisJob analysis, through clearly defined and
written job description and job specification
provides a fuller understanding of thespecific requirements of jobs and personal
attributes needed and thus helps in taking
job related personnel decisions.
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Some Uses of Job Analysis are:
1. Determining Organisational Structure
2. Job Design (specification of content andmethods of work by individuals andgroups. Job design consists of three
activities –
specifying individual worktasks, specifying the method of performingthe work tasks and combining work tasksinto jobs for assignment to individuals i.e.
Job Content)
Uses of Job Analysis…Contd.
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Some Uses of Job Analysis …Contd.
3. Human Resource Planning
4. Employment (Recruitment & Selection)5. Placement
6. Induction and Orientation
7. Appraisal (Performance & Potential)
8. Planning (Career & Succession)
9. Training and Development
10. Job Evaluation and Job Rating
11. Labour Relations and Labour Settlements
Uses of Job Analysis…Contd.
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Some Uses of Job Analysis …Contd.
11.Industrial Engineering (Engineering Design &
Methods Improvement)12.Safety Aspects
13.Counselling
In order to use it as a source of input for
effective decision making, job analysis needsto be carried out periodically, particularly inview of the changing nature of jobsnecessitated by advancement in technology
and variations in manpower characteristics.
Uses of Job Analysis…Contd.
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Job DescriptionJob Description is the description or
factual statement of the duties and
responsibilities of a specific job.
In brief, it should tell what is to bedone, how it is to be done and why it is
to be done.
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Job Description…Contd.
Job Description includes:
1. Job Title
2. Summary
3. Purpose
4. Responsible to: how closely controlled5. Responsible for
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Job Specification
Job Specification spells out the
attributes of a person in terms of
education, training, experience,
abilities, skills and aptitude required to
perform a particular job.
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Job Specification…Contd.
The format for Job Specification
should include:
1. Position Title
2. Education / Training
3. Experience
4. Knowledge
5. Abilities
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Job Specification…Contd.
The format for Job Specification
should includes …Contd.
6. Skills
7. Aptitude
8. Desirable Attributes
9. Contra-indicators, if any
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My grateful thanks
to
Mr. Sidharta Mukherjee
Mr. S.C. Kapoor
Mr. K.K. Srivastava
Ms. Charu Malhotra
Mr. Mohammad Arif
and
many others from whom I have learnt immensely
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THANK YOU !