Job analysis
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Transcript of Job analysis
JOB ANALYSIS
Job“A job is a pattern of tasks, duties and responsibilities that can be done by a person.”
Job analysis“Job Analysis seeks to study these patterns of activity to determine the tasks, duties and responsibilities needed for each job.”
Hris An HRIS, the abbreviation for Human
Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases.
department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veterans status, visa status, benefits selected, and more
Major HRM Activities that Rely on Job Analysis Information1. Improve productivity levels through careful study of
jobs.2. Eliminate unneeded job requirements that can
cause discrimination in employment3. Match job applicants to job requirements4. Plan for future human resource requirements5. Determine training needs for employees6. Compensate employees fairly and equitably7. Improve overall quality of work life8. Set realistic performance standards9. Redesign jobs to improve performance and/or
employee morale
Role of Job Analysts
1. Identify the jobs to be analyzed
2. Develop data collection approaches including questionnaire construction
3. Collect job analysis information
Job Identification Small organizations: process is simple
because there are few jobs
Large organizations: analysts may have to construct list of jobs from payroll records, organization charts, or discussion with workers and supervisors. Previous records may also be used.
Data Collection Instrument Design
To study jobs, analysts develop questionnaires that are sometimes called checklists or job analysis schedules. These questionnaires seek to collect job information uniformly. They uncover the duties, responsibilities, human abilities and performance standards of the jobs investigated. E.g job analysis questionnaire
Job Analysis Questionnaire Status refers to whether the job is
exempt or not exempt from overtime laws.
Identification information includes job title, division and title of supervisors and a unique job identification number.
Job Analysis Questionnaire Duties and Responsibilities- outlines the
purpose of job, what the job accomplishes and how the job is performed.
Human Characteristics and Working conditions- checklist uncovers the particular skills, abilities,
training, education, experience and other characteristics.
Working conditions may explain the need for particular skills, training, knowledge or a particular job design.
Collecting Job Analysis Information1. Interviews
Face to face interviews are effective2. Mail Questionnaires
Survey employees through mailed questionnaire sent by inter-office mail or by post.
Position Analysis Questionnaire Management Position Description Questionnaire
3. Employee LogWorkers periodically summarize their tasks and
activities in the log. They are time consuming.4. Observation
Direct observation is slow, costly and potentially less accurate. Language barrier may necessitate observation.
5. Combinations2-3 methods. High accuracy low cost.
The 3 phases of Job Analysis Information
General Familiarity with organization and Type of work
Job Identfn
Data collection instrument Design
Data Collctn
Applications
•Job Descrip
•Job specs
•Job stndrds
•Job design
•HRIS
•Identify job families
•Recruitmnt, selection & trng
•Redesign jobs
Collection of job analysiS info
Prep for JA Applications of JA Info
USES OF JOB ANAYLSIS1. HR Planning2. Recruitment3. Selection4. Placement and Orientation5. Training6. Counseling7. Employee safety8. Performance Appraisal9. Job design and Redesign10. Job Evaluation
Job description A list of a job’s duties, responsibilities,
reporting relationships, working conditions, and supervisory responsibilities, one product of a job analysis
Job Descriptions1. Job Identification
A job description is a written statement that explains the duties, working conditions and other aspects of a specified job.
○ Skill Level- amount and type of education and training○ Skill Type- type of work performed
2. Job Summary and DutiesIt is a written narrative that concisely summarizes the job in a few sentences. It tells what the job is, how is done and why.
3. Working ConditionsHours of work, safety and health hazards, travel requirements etc
4. ApprovalsSupervisors are asked to approve the job descriptions. It is a further test of the job description.
The job description should include at least the following elements:Job title.Job code.FLSA status.Job summary.Essential job duty task statements.Job context or any unusual elements.Date created.Revision number and date.
Job specifications A list of a job’s “human requirements,”
that is, the requisite education, skills, personality, and so on, another product of a job analysis.
The job specification should include at least the following elements:Job title.Job code.Job summary.Knowledge required to perform job.Skills required to perform job.Abilities required to perform job.Education required.Experience required.Licensure required or certification desired to perform the
job.Date created.Revision number and date.