HUMAN RESOURCES

MANAGEMENT

JOB TERMINOLOGY

TASK

DUTY

POSITION

JOB

JOB ANALYSIS

A job may be defined as a “ collection or aggregation of tasks, duties and responsibilities which as a whole, is regarded as a regular assignment to individual employees”. In other words, total work is divided and grouped into packages; we call it a job.

Job Analysis is the process of studying & collecting information relating to the operations & responsibility of a specific job. The immediate products of this analysis are job description and job specification.

Job Analysis is a systematic approach to defining the job role, description , requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc. for the job position.

IMPORTANCE OF JOB ANALYSIS

Organization & Man power planning

Recruitment & selection Wages & Salary administration Job Re-engineering Employee training & Management development Performance appraisal Health & Safety

STEPS IN JOB ANALYSISSTEP 1:

Collection of background information

STEP 2: Selection of

representative position to be

analyzed

STEP 3: Collection of job

analysis data

STEP 4: Developing a

job description

STEP 5: Developing a

job specification

TECHNIQUES FOR JOB ANALYSIS DATA

Personal observation

Questionnaires

Maintenance of log records

Personal interviews

Critical incident

Dairy

Checklist

Technical conference

WHAT ASPECTS OF A JOB ARE ANALYZED?

Duties and Tasks

Environment

Tools & equipment

Relationships

Requirements

Job analysis can be classified into two categories:

Job description

Job specification

JOB DESCRIPTION

Job description contains details of reporting relationships, a statement of the overall purpose of the job & the list of the main tasks, activities or duties that the job holder has to carry out.

It is basically in nature & contains a statement of job analysis provides both organizational information & functional information. It defines the scope of job activities, major duties & responsibilities & major position of the job in organization.

OF JOB DESCRIPTION

COMPONENTS OF JOB DESCRIPTION

Job identification & Organizational position

Job summary

Job duties & responsibilities

Supervision

Machine, tools & equipment

Working conditions

Hazards

OF JOB DESCRIPTION

Job description are not the perfect reflections of the job. The objective of job description is to differentiate it from other jobs & assign its limits.

Jobs tend to be dynamic, not static & a job description can quickly get outdated. Therefore, jogs should be constantly revised & kept up-to-date.

JOB SPECIFICATION

Physical characteristics

Psychological characteristics

Personal characteristics

Responsibilities

Other features of demographic nature

Rakshitha V Nayak