Download - Job analysis
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HUMAN RESOURSES MANAGEMENTSUBMITTED TO : SIR COL LIAQAT ALI JAFRI
SUBMITTIED BY MUHAMMAD HUZAIFA & AZHAR ISHTIAQUE
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JOB ANALYSIS JOB DISCRIPTION JOB SPECIFICATION
TOPICS
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Job Analysis◦ Determining duties and skill requirements of a job
and the right kind of person.
Job Description◦ Job’s duties, responsibilities, reporting
relationships, working conditions, and supervisory responsibilities.
Job Specification◦ Job’s “human requirements”, the requisite
education, skills, personality, etc.
Definitions
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Recruitment and Selection
Compensation
Performance Appraisal
Training
Discovering Unassigned Duties
EEO Compliance
Uses Of Job Analysis
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Invite discussion for best practices
Best Practices
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1. Identify action items Decide how you’ll use the information.
2. Review relevant background information.
3. Select representative positions.
4. Actually analyze the job.
5. Verify the job analysis information.
6. Develop a job description and job specification.
Steps In Job Analysis
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Training & Development Staffing Compensation & Benefits Safety and Health Employee and labor relation ship
Reasons For Conducting Job Analysis
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Methods Of Collecting Job Analysis Information
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Job Description A written statement of what the worker
actually does, how he or she does it, and what the job’s working conditions are.
Writing Job Descriptions
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Job Identification Job Summary Responsibilities And Duties Authority Of Incumbent
Standards Of Performance Working Conditions Job Specifications
Sections of a typical job description
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Job Identification Job title: name of job FLSA status section: Exempt or
nonexempt Preparation date: when the description
was written Prepared by: who wrote the description
Job Summary Describes the general nature of the job Lists the major functions or activities
Writing Job Descriptions (Contd.)
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A listing of the job’s major responsibilities and duties (essential functions)
Defines limits of jobholder’s decision-making authority, direct supervision, and budgetary limitations.
Writing Job Descriptions (Contd.)
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Standards of Performance and Working Conditions Lists standards the employee is expected
to achieve under each of the job description’s main duties and responsibilities.
Standards must be specific Examples:
Writing Job Descriptions (Contd.)
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What kind of person to recruit - what qualities that person should be tested on
Either listed in a section of job description or in a separate document
Writing Job Specifications
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Specifications for trained personnel Focus on traits like length of previous
service, quality of relevant training, and previous job performance.
Specifications for untrained personnel Focus on physical traits, personality,
interests, or sensory skills that imply some potential for performing or for being trained to do the job.
Writing Job Specifications (Contd.)
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Specifications Based on Judgment Self-created judgments (common sense) List of competencies in Web-based job
descriptions (e.g., www.jobdescription.com) O*NET online Standard Occupational Classification
Specifications Based on Statistical Analysis Attempts to determine statistically the
relationship between a predictor or human trait and an indicator or criterion of job effectiveness.
Writing Job Specifications (Contd.)
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Writing Job Specifications (Contd.)
Analyze the job and decide how to measure job performance
Select personal traits (like finger dexterity) that you believe should predict successful performance
Test candidates for these traits
Measure these candidates’ subsequent job performance
Statistically analyze relationship between the human trait (finger dexterity) and job performance
Steps in Statistical Approach
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