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Job Analysis

Job Analysis

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Job Analysis

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  1. Job Analysis Chapter-4

  2. The Nature of Job Analysis • Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. • One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization.

  3. The Nature of Job Analysis • Job Description: A list of job’s duties, responsibilities, reporting relationships, working conditions, supervisory responsibilities. • Job Specification: A list ofjob’s “Human Requirements”, that is the requisite education, skills, personality, and so on.

  4. Types of information collection via Job analysis • Work Activities • Human behavior • Machines, tools, equipment and work aids • Performance standards • Job Context • Human requirements

  5. Uses of job analysis information Job analysis Job description & Job specification Job evaluation-Compensation Recruitment & Selection decision Training requirements Performance Appraisal

  6. Steps in Job analysis • Step 1: Decide how and where the information will be used, to determine which data to collect and how to collect them. • Step 2: Review relevant background information such as organization charts, process charts, and job description. • Step 3: Select representative positions. • Step 4: Actually analyze the job • Step 5: Verify job analysis information with the worker performing the job and with his immediate supervisor. • Step 6: Develop a job description and job specification.

  7. Methods of Collecting Job Analysis Information • Interview • Questionnaires • Observation • Participant Diary/ Log

  8. Writing Job Descriptions • A job description is a written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are. • There are no standard format for writing a job description. However most descriptions contain certain sections that cover: • Job identification • Job summary • Responsibilities and duties

  9. Writing Job Descriptions • Authority of incumbent • Standards of performance • Working conditions • Job specifications

  10. Some Important Concepts • Job Enlargement: Job enlargement means increasing the scope of a job through extending the range of its job duties within the same level. Job enlargement (sometimes also referred to as “horizontal loading”) involves the addition of extra, similar, tasks to a job. In job enlargement, the job itself remains essentially unchanged. • Examples: Small companies may not have as many opportunities for promotions, so they try to motivate employees through job enlargement.

  11. Some Important Concepts • Job Enrichment: Job enrichment adds new sources of Job satisfaction by increasing the level of responsibility of the employee. • It means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, growth, achievement and recognition. • The purpose of job enrichment is to improve the overall quality of the employee's job and therefore motivate the employee to accomplish more.

  12. Some Important Concepts • Job rotation means systematically moving workers from one job to another to enhance work team performance and to broaden his/her experience and identify strong and weak points to prepare the person for an enhanced role with the company.

  13. Thank you