Job Analysis and Job Evaluation.ppt

7/23/2019 Job Analysis and Job Evaluation.ppt

1/35

JOB ANALYSIS AND JOB

EVALUATIONBy

Dr. Ketki Bhatti


2/35

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.


3/35


4/35

OBJECTIVES AND PURPOSE

Job Analysis

Recruitment

T & D

HRP

Performance

Appraisal

Placement

Job

evaluation

Job design

Selection


5/35

PROCESS OF JOB ANALYSIS


6/35

TYPES OF JOB ANALYSIS

INFORMATION

Work Activities

Machines, Tools, Equipmentsand Work Aids

used

Personal requirementsJob context


7/35

OUTCOMES OF JOB ANALYSIS

The information obtained from job analysis is

classified into three categories-

Job description

Job specification

Job evaluation


8/35

JOB ANALYSIS

Job title.

Functions and duties of the

job. Job summary.

Job location.

Machines and tools to be

used for the conduct. Work experiment of the

job.

Risks and hazards

connected with the job.

Materials used in the job.

Education.

Skills.

Experience.

Physical fitness.

Special qualities

required forperforming the job.

Intelligence,

judgement and

initiative required for

performing the job.

Job Description Job Specification


9/35

JOB DESCRIPTION

A job description is a written statement of the duties,responsibilities, required qualifications and reportingrelationships of a particular job.

The job description is based on theobjectiveinformationobtained through job analysis.

Job description acts as an important resource for-

Describing the job to potential candidates.

Guiding new hired employees in what they arespecifically expected to do.

Providing a point of comparison in appraising whether theactual duties align with the stated duties.


10/35

JOB DESCRIPTION PROCESS

Job identification

Job summary

Job duties and responsibilities

Working conditionsMachines tools and equipments

Social environment

Supervision

Related to other jobs


11/35

SPECIMEN

Job Title Occupational

Code Job No. Supervises Grade Level:As on Date

Functions:

________________________________________________________________________________________

Duties and Responsibilities

____________________________________________

____________________________________________

Job Characteristics

___________________________________________

___________________________________________


12/35

JOB SPECIFICATION

Job specifications specify the

Minimum acceptable qualificationsrequired

by the individual to perform the task efficiently.

Based on the information obtained from the job

analysis procedures, job specification identifies

the qualifications, appropriate skills, knowledge,

and abilities and experienced required to perform

the job.

Job specification is an important tool in the

selection process as it keeps the attention of the

selector on the necessary qualifications required.


13/35

POINTS TO BE KEPT IN MIND

Qualifications and experience

Physical characteristics

Psychological characteristics

Social characteristicsOther characteristics


14/35

EXAMPLE OF JOB SPECIFICATION

Job Title: Education: Physical Health:

__________________________________________

Appearance:__________________________________________ Mental Abilities:

__________________________________________ Special Abilities:

__________________________________________ Previous Work Experience:

___________________________________________ Special Knowledge and Skills:

___________________________________________


15/35

IMPORTANCE

HR Planning

Personnel recruitment, selection and placement

Training and personnel development

Employee compensationEngineering designing

Job designing

Performance measurement and rating

Health and safety measures

Career planning


16/35

JOB EVALUATION

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.


17/35

METHODS OF COLLECTING JOB

ANALYSIS DATA

Observation

Performing the job.

Critical incidents

Interview- individual & group

Panel of experts

Diary method

Questionnaire

1.Structured

2.Unstructured


18/35

METHODS OF COLLECTION JOB

DESCRIPTION DATA

Diary/log books

Observation

Interview

Questionnaire:

Structured

Unstructured


19/35

WHICH METHOD TO USE ?

Factors to be considered before choosing themethod of collecting data are:

No. of job/employees to be considered.

Time limit

Cost factors

Education levels of incumbents

Type of data required.


20/35

QUESTIONNAIRES

Unstructured format is more useful when:

Questions are open ended.

Questions that are probing in nature.

The number of incumbents is less.Roles are unclear.

Structured more useful when:

The jobs are fixed and duties extremely clear.


21/35

WHICH QUESTIONNAIRE TO USE ?

An optimum combination of structured as well as

unstructured questions can lead to the best

questionnaire. A questionnaire is the

best alternative to interviewing a large number

of employees. It is much more cost effective.


22/35

JOB DESIGNING

Definition

Factors affecting job designing

Organisation factors.

Environmental factors.Behavioural factors.


23/35

TECHNIQUES OF JOB DESIGNING

JOB ROTATION

JOB ENLARGEMENT

JOB ENRICHMENTSELF MANAGING TEAMS

HIGH PERFORMANCE WORK DESIGN


24/35

JOB DESIGNING IS IMPORTANT TO

ACHIEVE FOLLOWING OBJECTIVES

Greater job satisfaction.

Increased performance.

Reduced absenteeism and turnover.

Greater profitability.


25/35

JOB EVALUATION

Definition-

Job evaluation is the evaluation or rating of jobs

to determine their position in the job hierarchy.

Principles

1.Rate the job not the man.

2.Easily explained elements of rating.

3.Exposure of plan to employees.4.Employee participation in rating.


26/35

PROCESS

Gaining acceptance.

Selecting jobs to be evaluated.

Job analysis and description.

Job evaluation.Assigning money value.

Periodic review.


27/35

METHODS USED

Job ranking system or Job comparison method

Grading system or Job classification method

Factor comparison method

Point ranking method


28/35


29/35


30/35


31/35


32/35


33/35


34/35


35/35

`

Job Analysis and Job Evaluation.ppt

Documents

Transcript of Job Analysis and Job Evaluation.ppt