j ob analysis
TRANSCRIPT
Unit II
Job Analysis
Job Analysis and Design
Job Analysis
Job analysis
The procedure for determining the duties and
skill requirements of a job and the kind of
person who should be hired for it.
Relationship of Job Requirementsto Other HRM Functions
TRAINING AND DEVELOPMENT
SELECTION
RECRUITMENT
PERFORMANCE APPRAISAL
COMPENSATION MANAGEMENT
LABOR RELATIONS
JOB
REQUIREMENTS
Determine recruitment qualifications.
Provide job duties and job specifications for selection process.
Determine training needs and develop instructional programs.
Provide performance criteria for evaluating employees.
Provide basis for determining employee’s rate of pay.
May help to determine bargaining units.
Job Analysis Job analysis is a systematic investigation of the tasks,
duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related
information.
Objectives/Purpose of Job Analysis
JOB ANALYSIS SYSTEMJOB DESCRIPTION
-- Task -- Duties
--- ResponsibilitiesSOURCES OF DATA
-- Job Analyst
-- Employee
-- Supervisor
JOB DATA
-- Task
-- Performance
-- Standard
-- Responsibilities
-- Knowledge
-- Required
-- Experience
Needed
-- Job Content
-- Duties
-- Equipment
Needed
HUMAN RESOURCES FUNCTIONS
-- Recruitment
-- Selection
-- Training & Development
-- Performance Appraisal
-- Compensation Mgt.
-- Labour Relations
JOB SPECIFICATIONS
-- Skills Required
-- Physical Demand
METHODS OF
COLLECTING DATA
-- Interviews
-- Questionnaires
-- Observations
-- Records
-- Diaries
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Job Analysis Process
Step I Strategic Choices in JA
The extent of employee involvement in job analysis.
The level of details of the analysis. (objective and nature of job)
Timing and frequency of the analysis
Past oriented vs future oriented.
Step II Information Collection
Major Decision involved are:-
The type of information collected
Method of collection
Person involved in collection.
Types of Information to be Collected
Work activities
Human behaviors
Machines, tools, equipment, and work aids
Performance standards
Job context
Human requirements
Persons involved in Information Collection 3 categories of person that can be involved:
Trained Job Analysts
Superiors
Job holders
This decision depends on nature and objective of job Analysis.
Methods of Collecting information
Personal observation Interview Critical Incidents Questionnaire Position Analysis Questionnaire Management Position Description Questionnaire
Position Analysis Questionnaire (PAQ)
What is it? A standardized job
analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
Key sections:1. Information input
2. Mental processes
3. Work output
4. Relationships with other persons
5. Job context
6. Other characteristics
Management Position Description Questionnaire (MPDQ)
MPQD is a standardised instrument designed specifically for use in analyzing managerial jobs. The 274-item questionnaire contains 15 sections. It would take 21\2hrs to complete the questionnaire. In most cases the respondents are asked to state how important each item is to the position.
Management Position Description Factors
1. Product, marketing and financial strategy planning. 2. Coordination of other organisational units and personnel.3. Internal business control. 4. Products and services responsibility. 5. Public and customer relations. 6. Advanced consulting. 7. Autonomy of actions.9. Staff service. 10. Supervision. 11. Complexity and stress.
COMBINATION
Since each method is faulty analyst often rely on combination.
Two or more techniques are used.
Application of job analysis information
Job Job Analysis Analysis
InformatiInformationon
JobJobSpecificationsSpecifications
Job Job PerformancePerformance
StandardsStandards
Job Job DescriptionsDescriptions
JobJobDesignDesign
Job Description
A recognized list of functions, tasks, accountabilities, working conditions and competencies for a particular occupation or job.
Job Description is a list of a job’s duties, responsibilities, reporting relationships,, and supervisory.
There is no standard format using writing job description but it contain:
Job Title
Job Identification
Job summary
Responsibilities and duties
1. Title.
2. Statement.
3. Essential Functions.
4. Specifications.
Job Description
1. XXX2. XXX3. XXX4. XXX
1. XXX2. XXX3. XXX4. XXX
Job Descriptions
Working condition
JOB TITLE Indicates job duties and organizational level It specifies title of job like, marketing manager,
clerk etc
JOB IDENTIFICATION Distinguishes job from all other jobs Contain several type of information. Job status section permits quick identification of the
exempt or non exempt status of job The date at which description written, the name of
a person who wrote it and name of a person who approved it.
The immediate supervisor title is some times also shown in identification section.
Job summary: Describes general nature of job, listing only major function and
activities. For example,marketing managerPlans, direct and coordinates themarketing of the organizational product. Responsibilities and duties List of major responsibilities and duties. All major duties should be separately and described in few
sentences. Example.establishes marketing goals,develop marketing plans and
programs, communicates with advertising agencies etc.
Working conditions: It also explain working condition, hours of
work, safety and health hazards etc
Writing Job Descriptions
Step 1. Decide on a Plan
Step 2. Develop an Organization Chart
Step 3. Use a Job Analysis/Description Questionnaire
Step 4. Obtain Lists of Job Duties
Step 5. Compile the Job’s Human Requirements
Step 6. Complete Your Job Description
Example of Job DescriptionJOB TITLE:_____ OCCUPATIONAL
CODE:________
REPORTS TO:_____________ JOB NO. : ______
GRADE LEVEL: _______________
AS ON DATE :_________
FUNCTIONS (job summary): ______________________________________________________________________________________________________
TASKS AND DUTIES: ______________________________________________________________________________________________________
WORKING CONDITIONS: ______________________________________________________________________________________________________
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Specimen of Job Description
Title Compensation manager
Code HR/2310
Department Human Resource Department
Summary Responsible for the design and administration of employee compensation programmes.
Duties Conduct job analysis.
Prepare job descriptions for current and projected positions.
Evaluate job descriptions and act as Chairman of Job Evaluation Committee.
Insure that company’s compensation rates are in tune with the company’s philosophy.
Cont…
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USES OF JOB DESCRIPTION
grading & classification placement & orientation of new employees promotions & transfers defining & outlining career paths redressal of grievances investigating incidents locating faults defining limits of authority health & fatigue studies developing performance standards
JOB SPECIFICATION
Skills required to perform the job Physical demands of the job specify the minimum qualifications required of a worker
to fill specific jobs Describes what the job demands of employees and the
human factors and traits required to do job well. It include specific tool, action, experience, education,
training, that help clarify individual requirement for successful job performance.
It is written record of the physical ,mental,social & psychological and behavioral characteristics which a person should possess in order to perform the job effectively
JOB SPECIFICATION FACTORS
SKILLSFORMAL EDUCATIONEXPERIENCECOMMUNICATION SKILLSMATHEMATICAL SKILLSCOMPUTER SKILLSREASONING ABILITY
EFFORTPHYSICAL EFFORTDEXTERITYMENTAL CONCENTRATION
RESPONSIBILITYSUPERVISION OF OTHERSCONFIDENTIALITY/INFORMATIONPHYSICAL ASSETSCONTACTS WITH OTHERS
WORKING CONDITIONSHAZARDSJOB CONDITIONS
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Specimen of job specification
Education MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology.
A degree or diploma in Labour Laws is desirable.
Experience At least 3 years’ experience in a similar position in a large manufacturing company.
Skill, Knowledge, Abilities Knowledge of compensation practices in competingindustries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems.
Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations
Ability to conduct meetings, to plan and prioritise work.
Work Orientation Factors The position may require upto 15 per cent travel.
Age Preferably below 30 years.
Job Evaluation (JOB STANDARDS)
Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration.
If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.
Job DesignJob Design
Is the process of structuring work and Is the process of structuring work and designating the specific activities at designating the specific activities at individual or group levels . individual or group levels .
It determines the responsibility of an It determines the responsibility of an employee employee
The authority he enjoys over his The authority he enjoys over his
work work Scope of decision making , level of Scope of decision making , level of
satisfaction & productivity satisfaction & productivity