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  • Job Analysis and Design

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    sagar09
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    The document discusses job analysis and design. It describes job analysis as determining the tasks, skills, knowledge, abilities, and responsibilities required of a worker for a job. A job description provides a factual statement of the nature and requirements of a specific job. Job analysis methods include observation, interviews, questionnaires, and analyzing critical incidents. The results of job analysis are used for employment, organization audits, training, performance reviews, compensation management, and other human resource functions. The document outlines the roles of management, employees, and consultants in job analysis.

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    The document discusses job analysis and design. It describes job analysis as determining the tasks, skills, knowledge, abilities, and responsibilities required of a worker for a job. A job description provides a factual statement of the nature and requirements of a specific job. Job analysis methods include observation, interviews, questionnaires, and analyzing critical incidents. The results of job analysis are used for employment, organization audits, training, performance reviews, compensation management, and other human resource functions. The document outlines the roles of management, employees, and consultants in job analysis.

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    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    7 views13 pages

    Job Analysis and Design

    Uploaded by

    sagar09
    The document discusses job analysis and design. It describes job analysis as determining the tasks, skills, knowledge, abilities, and responsibilities required of a worker for a job. A job description provides a factual statement of the nature and requirements of a specific job. Job analysis methods include observation, interviews, questionnaires, and analyzing critical incidents. The results of job analysis are used for employment, organization audits, training, performance reviews, compensation management, and other human resource functions. The document outlines the roles of management, employees, and consultants in job analysis.

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    of 13

    JOB ANALYSIS AND DESIGN

    • JOB ANALYSIS/JOB REVIEW/JOB


    CLASSIFICATION

    = PERTINENT INFORMATION + TASK


    + KNOWLEDGE AND SKILL SET
    + RESPONSIBILITIES
    + ABILITIES
    PROCESS OF J. A

    • 1. INFORMATION GATHERING
    • 2. JOB SPECIFIC COMPETENCY
    DETERMINATION
    • 3. DEVELOP A JOB DESCRIPTION
    • 4. DEVELOP A JOB SPECIFICATION
    JOB ANALYSIS
    • DETERMINATION OF TASKS WHICH COMPRISE
    • -THE JOB AND SKILLS,
    • - KNOWLEDGE,
    • - ABILITIES,
    • - RESPONSIBILITIES REQUIRED OF A WORKER

    • JOB DESCRIPTION
    • FACTUAL STATEMENT OF NATURE AND
    REQUIREMENT OF A SPECIFIC JOB
    JOB ANALYSIS METHODS

    • 1. OBSERVATION METHOD
    • 2. INDIVIDUAL INTERVIEW METHOD
    • 3. GROUP INTERVIEW METHOD
    • 4. QUESTIONNAIRE
    • 5. TECHNICAL CONFERENCE METHOD
    • 6. DIARY METHOD
    • 7. FUNCTIONAL JOB ANALYSIS
    • 8. POSITION ANALYSIS QUESTIONNAIRE
    • 9. CRITICAL INCIDENT TECHNIQUE
    JOB DESCRIPTION
    • ( JOB ORIENTED)
    • 1. JOB IDENTIFICATION
    • 2. JOB SUMMARY
    • 3. RELATION TO OTHER JOB
    • 4. LOCATION IN HIERARCHY
    • 5. TOOLS AND EQUIPMENT
    • 6. MATERIAL USED
    • 7. RESPONSIBILITY
    • 8. CONDITION OF WORK
    • 9. HAZARDS
    JOB SPECIFICATION

    • ( EMPLOYEE ORIENTED)

    • INCLUDES-

    • EDUCATION,EXPERIENCE,TRAINING,JUDGEMENT
    INITIATIVE, PHYSICAL EFFORTS, PHYSICAL
    SKILLS, COMMUNICATION SKILL, EMOTIONAL
    CHARACTERISTICS AND SENSORY DEMANDS
    JOB ANALYSIS INFORMATION

    • 1. JOB IDENTIFICATION
    • 2. SIGNIFICANT CHARACTERISTICS OF
    JOB
    • 3. WHAT TYPICAL WORKER DOES
    • 4. MATERIAL AND EQUIPMENT WORKER
    USES
    • 5. HOW JOB IS PERFOEMED
    • 6. REQUIRED PERSONAL ATTRIBUTES
    • 7. JOB RELATIONSHIPS.
    USES OF J.A

    • 1. EMPLOYMENT
    • 2. ORG. AUDIT
    • 3. TRAINING AND DEVELOPMENT
    • 4. PERFORMANCE APPRAISAL
    • 5. PROMOTION AND TRANSFER
    • 6. PREVENTING DISSATISFACTION
    • 7. COMPENSATION MGT
    • 8. HEALTH AND SAFETY
    • 9. INDUCTION
    • 10. IND. RELATIONS
    • 11. CAREER PLANNING
    • 12. SUCCESSION PLANNING
    ISSUES IN J.A

    • SUPPORT AND INVOLVEMENT OF

    - EMPLOYEES
    - INVOLVEMENT OF TOP MGT
    - SUPERVISORY MGT
    - JOB ANALYST
    - UNION
    - CONSULTANT
    ROLE OF TOP MGT.

    ROLE OF SUPERVISORY MGT

    • ROLE OF EMPLOYEE

    • ROLE OF THE UNION

    • ROLE OF THE CONSULTANT

    • ROLE OF JOB ANALYST


    JOB DESIGN

    • RESPONSIBILITY OF EMPLOYEE
    • AUTHORITY
    • SCOPE OF DECISION MAKING
    • LEVEL OF SATISFACTION
    • PRODUCTIVITY

    • CHARACTERISTICS OF A GOOD JOB


    DESIGN
    APPROACHES TO JOB DESIGN
    JOB SPECIFICATIONS

    • STATEMENT OF COMPETENCIES IN TERMS OF


    • - KNOWLEDGE
    • - SKILLS
    • - ABILITIES

    JOB CLASSIFICATION

    GROUPING OF JOBS ON SOME SPECIFIC BASIS

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