b4002job analysis

7/28/2019 b4002Job Analysis

1/19

Job AnalysisProcess of Collecting Job Related Information

Helps in preparation of Job Description and Job

Specialization


2/19

Nature of Job Analysis

Job Analysis

Job Tasks Job Duties Job Responsibilities


3/19

Job Analysis

A Process of Obtaining all Pertinent Job Facts

Job Description

A Statement ContainingItems Like:

Job Title

Location

Job Summary

Duties

Machines, Tools and

Equipments Supervision given or

Received

Working Conditions

Hazards

Job Specification

A Statement of HumanQualification to do the Job

Education

Experience and Training

Judgment and Initiative

Physical Effort and Skill

Responsibilities

Communication Skills

Emotional Characteristics

Demands such as Sight,Smell, Hearing etc


4/19

Process of Job AnalysisStrategic Choice Personnel Planning

Health and Safety

Training and Development

Gather Information Performance Appraisal

Employee Discipline

Work ScheduleProcess Information Hiring/Recruitment & Selection

Career Planning

Remuneration

Job Description Job Evaluation

Job Specification


5/19

Methods of Collecting Job Data

Observation

Checklist

Technical

Conference

Diary

Questionnaire

Interviews

Job Data


6/19

Potential Problems with Job Analysis

Support from Top management

Single Means and Source

No Training and Motivation

Activities may be Distorted


7/19

Job Description

Its a Written Document of

What a Job Holder Does

How it is Done

Under What Conditions

Why he Does


8/19

Contents of Job Description

Job Title

Job Summary

Job Activities & Duties

Working Conditions

Social Environment


9/19

Problems with Job Description

To Reduce all the Essential Components of Job

in Clear and Precise Documents

Has to be Updated as Job Duties Change

They Limit the Scope of Job Holder


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Writing Clear and Specific Job

Description

Include all Important Relationships

Kind of Work

Degree of Complexity

Degree of Skill

Problems

Accountability

Brief, Factual and Precise


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Job Specification

Summarizes the Human Characteristics Needed for

Satisfactory Job Completion

Key Qualifications

Attributes-SKA

For each Job Description it is Desirable to have Job

Specification


12/19

Personal Attributes are Categorized

as

Essential Attributes-SKA

Desirable Attributes-Qualification a PersonOught to Posses

Contra Indicators-Attributes that will become aHandicap to Successful Job Performer


13/19

Job Specification of a Compensation Manager

Education: MBA with Specialization in HRM/MA inSocial Work/PG Diploma INHRM/MA in Industrial Psychology

A Diploma in Labor Law is Desirable

Experience: At Least 3Yrs Experience in a SimilarPosition in a Large manufacturing Unit

Skill, Knowledge, Abilities: Knowledge of

Compensation Practices in Competing Industries, ofJob Analysis Procedures, of Compensation SurveyTeam, of Performance Appraisal Systems.


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Job Specification of a Compensation Manager

Skill in Writing Job Description, in conductingJob Analysis interviews, in Making GroupPresentations, in Performing Statistical

Computations.Ability to Conduct Meetings, to plan and to

Priorities Work

Work Orientation Factors: The position mayRequire up to 15% Travel

Age: Preferably Below 30 yrs.


15/19

Job DesignThe Logical Sequence to Job Analysis is Job Design

Job Analysis

It Provides Job Related

Data i.e., Skills andKnowledge Required

to Perform the Job

Job Design

It Involves Conscious

Efforts to OrganizeTask, Duty and

Responsibility in to a

Unit Work


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Three Steps to Job Design

The Specification of Individual tasks

The specification of the Methods of PerformingEach Task and

The Combination of Tasks in to Specific Jobs tobe Assigned to Individuals


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Factors Affecting Job Design

Organizational

Factors

Environmental

Factors

Behavioral

Factors

Job DesignProductive &

Satisfying Job

Feedback


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Factors Affecting Job Design

Organizational Factors:

Characteristic of Task, Work Flow, Work Practices etc.

Environmental Factors:

Employee Ability & Availability, Social & Cultural

Expectations

Behavioral Factors:

Feedback, Autonomy, Use of Abilities, Variety etc.


19/19

Job Design Approaches

Comparison of Five Job Designing Approaches

High Socio Technical Systems

I

M Job Enrichment

P

A Medium Job Enlargement

CT Job Engineering

Low Job Rotation

Low Medium High

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