ch 04-job analysis
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8/12/2019 Ch 04-Job Analysis
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CH-4 Job Analysis
Excel Books42
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
What is Job Analysis?
job analysis is an essential and pervasive human resource technique and the
starting point for other human resource activities. JA is a formal and detailed
examination of jobs.
Job Analysis
Job Tasks
Job Dut ies
Job Respon sib i l i t ies
Nature of job analysis
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CH-4 Job Analysis
Excel Books43
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Uses of Job Analysis
1. Human resource planning
2. Recruitment
3. Selection
4. Placement and orientation
5. Training
6. Counselling
7. Employee safety
8. Performance appraisal
9. Job design and redesign
10. Job evaluation
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CH-4 Job Analysis
Excel Books44
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Process of Job Analysis
Organisational analysis(organization charts and workflow charts)
1. Selection of representative positions to be analysed (sample of jobs
analyzed keeping cost and time in mind)
2. Collection of job analysis data(characteristics of job, required behaviour and
personal qualification)
3. Preparation of job description (contents of the job in terms of functions, duties,
responsibilities, operations, etc)
4. Preparation of job specification (written statement of personal attributesin terms
of traits, skills, training and personal experience needed to carry out a job
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CH-4 Job Analysis
Excel Books45
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Methods of Collecting Job Analysis Data
1. Job performance
2. Personal observation
3. Critical incidents
4. Interview
5. Panel of experts
6. Diary method
7. Questionnaire method
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CH-4 Job Analysis
Excel Books46
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Impact of Behavioural Factors on Job Analysis
Exaggerate the facts
Employee anxieties
Resistance to change
Overemphasis on current efforts
Management Straitjacket(limiting their freedom to adapt to changing
needs from time to time)
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CH-4 Job Analysis
Excel Books47
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Job Description
Job title
Job summary
Job activities
Working conditions
Social environment
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CH-4 Job Analysis
Excel Books48
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Job Specification
Essent ial attr ibutes: skills, knowledge and abilities (SKAs) a person
must possess.
Desirable attr ibu tes:qualifications a person ought to possess. Contra- indicators:attributes that will become a handicap to successful
job performance.
Cont.
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CH-4 Job Analysis
Excel Books49
Copyright 2010, VSP Rao
Human resource Management (3rdEdition) V S P Rao
Job Specification of Compensation Manager
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 competing industries, 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 up to 15 per cent travel.
Age Preferably below 30 years.
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CH-4 Job Analysis
Excel Books410
Copyright 2010, VSP Rao
Human resource Management (3rd Edition) V S P Rao
Role Analysis
First, the objectives of the department and its functions must be
identified.
Second, the role incumbent is asked to state his key performance areas
and his understanding of the roles to be played by him.
Third, other role partners (boss, subordinate, peers, etc.) are asked to
state their expectations from the role incumbent.
Finally, the incumbentsrole is clarified and expressed in black and white
(called role description) after integrating the diverse viewpoints expressed
by various role partners.
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