JOB ANALYSIS AND JOB EVALUATION Prof V.S.

Gopal

JOB ?
A group of finite tasks to be performed and duties to be fulfilled in order to achieve an end result.

Job Analysis
Refers to various methodologies for analyzing the requirements Of a job. Job analysis Process of describing and recording aspects of Jobs a list of what the jobs entails specifying the skills and Other requirements necessary to perform the job. Job analysis involves a systematic investigation of jobs using a Variety of methods to determine essential duties, tasks, and Responsibilities. Job analysis is the crucial to the determination of relevant skills And competencies. It involves objectives and verifiable Information about actual information about the actual requirement Of a job, skills and competencies required to meet the local area And the Universitys needs.

Job analysis is the starting point of the whole process of

Recruitment and Selection. Job analysis facilitate accurate Recruitment and Selection practices, sets standards for Performance appraisals and allow appropriate classification / Reclassification of positions. Edwin Flippo The process of documenting a job with the help Of Job description and Job specification.

Job Description A written statement showing job title,

tasks, duties and responsibilities involved in a job working Conditions, hazards, stress and relationship with others. It has the following : - Title, Code number, Department / Division Job contents in terms of activities or tasks performed, Job Responsibilities, working conditions, social environment extent Of supervision given and received relationship Horizontal and Vertical and Diagonal.

Purpose of Job Analysis prepare job specification and job Description which in turn helps to hire the right quality of the Workforce into the organization. In Recruitment and Selection: Specify duties, levels, compensation contents, Educational and Experience requirements, Selection modes written, oral test Job simulations, orientation materials etc. In Job Evaluation Judges the worth of jobs in an organization, Sets fair compensation rates. Job design Reduces personnel costs, streamline work process. Increase productivity and employee empowerment, enhance Job satisfaction, greater flexibility for the employee, simplify job Identifies priorities of job performed.

Job specification Employee specification, acceptable human Qualities necessary to perform a job. Contents of Job Specification: Personal Characteristics Education, job experience, age, sex, Extra co curricular activities. Physical Characteristics Height, Weight, Vision, hearing, voice, Articulations etc. Mental Characteristics Intelligence, Aptitude, Memory, ability, Judgment, foresight, ability to concentrate etc. Social and psychological characteristics Emotional quotient, Flexibility, manners, drive, conversational ability

Process of Job Analysis Step I Should identify purpose of job analysis that will determine What job analysis method, what data will be collected ? Step II Choose analyst from professional human resources, line Managers, incumbent consultants. Step III Select representative positions to be analyzed, Review Background information such as organization charts, process Charts, of positions selected. Step IV If you intend to use internal analyst you have to teach them how to use the selected methods. Step V Preparation of Job analysis Communicate the project in The organization, Prepare the documentations questionnaires

Step VI Collection of data Collecting data on job activities, Employee behavior, working conditions, human traits, abilities Needed to perform the job Step VII Review and verify Consolidate the results, review of All data to ensure informations are factual, correct and complete. Review the information: With immediate supervisor, technical conference, incumbents by Interviews. Step VIII Implement results company procedures and goal Settings. It is needed that every company should have a SOP (Standard Operating Procedures) in the form of manuals where The Job descriptions are formulated according to the needs of Every organization and followed and implemented as per the Requirements of the organizations.

Methods of Job Analysis : Direct Observation how they perform their jobs, difficulties encountered, specific needs requirements Interview Method Structured, Un structured Questionnaire Comprehensive and all inclusive Checklist Population representation and then conclusion part and interpretation of the Questionnaire Technical Conference Method involving experts available on specific call about certain issues and sharing of informations. Diary Method Recording of day to day activities including critical incidence.

Considerations Employees have about being involved in Job Analysis

Lack of trust of consequences Possible changes to job duties Changes to pay The same job title may have different responsibilities and pay rates in different departments

How Organizations are Responding

Flatter structures The boundaryless organization Re-engineering Broadbanding jobs Performance-based job descriptions Empowered employees Skills matrices