Professional Documents
Culture Documents
Done by :
TBS
Meaning :
Job analysis is a persistent, methodical
process
of collecting information on the
important work
related aspects of a job.
Job analysis is the program conducted through HRM by
an expert in job analysis .
HRM uses different tools and Ideas to approach this
system.
such as interviews and Questionnaire system.
Prepare job
specification
Select jobs to be
analyzed
Prepare job
description
Collecting data by
using acceptable job
analysis techniques
Examining the total organization and the fit of each job is the first step
done in the whole process of job analysis.
IT provides a broad view of how each job fits into the total fabric of the
organization. These can be explained by organization chart and process
charts .
Organization chart is the relationships among the number departments
and units of the firm. These will be help full to job analysis for yielding
information and number of vertical levels from the organization in
different departmental functions .
Process charts also be known as job family because the specific set of jobs
that are related to each other with similar duties. Rather than simply
showing the structural relationships among job titles.
After determining the jobs and their duties few jobs are selected for job
analysis process . And proceeds to next to the next step.
This is the step 4 involved in the job analysis process. It involves the use
of acceptable job analysis techniques. The techniques are used to collect
the data on the characteristics of the job, the required behaviors, and the
characteristics an employee need to perform the job. The
techniques/method used in this step are been explained in the further
slides of method of job analysis.
Examples of techniques used in the step 4 are
Interviews, observation and questionnaire etc.
Preparing job description is the fifth step done in the job analysis process.
These step wont be successful if the previous step is not conducted
properly. These step is totally relied on previous steps
Hence the methods of the job analysis should be utilize properly with out
any barriers while conducting these session.
Job description is the description of the work load and the duty of the job
after analyzing the fourth step.
Preparing job specification is the 6th step performed in the job analysis after
performing and giving the job description of analysis of the duty and the
work of the job. Specification of the job is the type final judgment of the job
work load and the duty of the job by mentioning their requirements,
conditions according to the job seeker in the work environment and
arranging the requirements and conditions with the plan and at the end of
the job analysis process, job is designed according to the job specification.
Job design
Planning
Recruitment
Selection and training
Performance evaluation
Compensation and benefits
EEO compliance
Follow up evaluation
HR managers, specialists, and managers in general know that job analysis has
many uses. Some of these individuals now believe that there is no longer even
a choice about weather job analysis should be conducted. Administrative
guidelines accompanying various civil rights and EEO laws and judicial
recommendations are clear. The question has become how to control a legally
defensible job analysis rather than weather to conduct such as analysis at all.
In terms of staffing and selection activities , job analysis plays an important
role in the UNIFORM GUIDELINES ON EMPLOYEE SELECTION
PROCEDURS(1978), a set of policies designed to minimize or prevent work
place discrimination practices. The UGESP emphasizes that job analysis
should be used when validating or assessing the accuracy of organizational
selection procedures.