Job Analysis

Definition
Job Analysis is a systematic study of job related tasks and duties. The Job; not the person - An important concept of Job Analysis is that the analysis is conducted of the Job, not the person..

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What Why How

Significance of Job Analysis

Job Responsibilities /Job specification Selection Procedures - minimum requirements (education and/or experience) for screening applicants; Interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); Training Orientation materials for applicants/new hires Job Responsibilities (e.g.; supervisory ) Compensation Performance Review Performance criteria & standards Duties to be evaluated Length of probationary periods

Interviews

Videos

Questionnai rre

Data Collection Technical conferences Checklists

PAQ

Diaries and Manuals

 While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

What Aspects of a Job Are Analyzed?

Duties and Tasks eg loading , unloading, welding, lifting ,turning, cutting, painting mixing, tightening etc. Information to be collected about these items may include: Frequency, Duration, Effort , Skill, Complexity, Standards, etc. Tools and Equipment Specific equipment and tools. Various machines to be used eg welding machine, drilling machine, shearing machine Equipment may include protective clothing. Glares, ear plugs safety belts etc. Supervision given and received

Also helps in identifying hazardous work conditions

Environment -the work environment may include unpleasant conditions such as offensive odours and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes, radioactive substances, dangerous explosives Hostile and aggressive people

Job Analysis

Job Description

Job Specification

Job Description and Job Specification

Job Description Statement containing Job Title Location Job code Summary Duties Machine tool and equipment used Job specification Statement of minimum qualifications needed Education Experience Training Physical effort Skills n emotional characters needed eg. communication skills , Leadership skills

Job descriptions
Job descriptions are required for recruitment so that you and the applicants can understand the role. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role. Refine to fewer points, around 8-12 is the ideal.

 communicating ( whom, what, how) planning and organizing (of what..) managing information or general administration (of what..) monitoring and reporting (of what..) evaluating and decision-making (of what..) financial budgeting and control (of what..) producing things (what..)

maintaining/repairing things (what..) quality control (of what..) using equipment and systems (what..) health and safety (normally the same point for all job descriptions of a given staff grade)

 responsibilities for other staff if applicable, typically: recruiting (of direct-reporting staff) assessing (direct-reporting staff) training (direct-reporting staff) managing (direct-reporting staff)

Steps in writing a JD
Note down in a completely random fashion all of the aspects of the job. Think about: processes, planning, executing, monitoring, reporting, communicating, managing people/resources/activities/money/information/in puts/outputs/communications/time.

 Next combine and develop the random collection of ideas into a set of key responsibilities.
Rank them roughly in order of importance. Have someone who knows or has done the job well check your list and amend as appropriate. Double check that everything on the list is genuinely important and achievable. Do not put targets into a job description. Targets are an output over which you need flexible control.

Automotive Painter (Repair)Job Analysis

A person who refinishes motor vehicle bodies by sanding, spot filling, priming, conditioning and painting. Tasks include: Read work orders and inspecting condition of vehicle Sand repair body surface using hand and power tools, spot fill and prime Prepare paint booth equipment Mix paint and components and match colours Use equipment, brush or spray guns to apply primer, paint, enamel, Dry or bake newly painted surfaces Inspect job and repair faults Apply or restore anti-corrosion treatments

Job specification for painter

Personal Qualities Work indoors with noise and environmental conditions that can be dusty and dirty with exposure to exhaust fumes, dust particles, chemicals and solvents Stamina to stand for long periods, bend, stoop, crouch, reach and kneel Not bothered by paint and other odours Like to learn new things Have good manual dexterity Educational/Training Requirements The minimum entry is Grade 12 / ITI Completion of a 4,000 hour apprenticeship program is required

Job design
Job design is the conscious efforts to Organize simplify rearrange tasks, duties and responsibilities. So that work become simpler easier, enjoyable requires less efforts ,lesser errors and mistakes happen and ultimately efficiency of the worker increases.

Approaches to job design

Job rotation Job enlargement Job enrichment Self-managing teams High- performance work design

Principles of Job Design

To add skill variety, provide opportunities for people to do several tasks and combine tasks To add task identity ,task significance influence autonomy, give people responsibility for determining their own working system To influence feed back, establish good Relations and open feedback channels

Job enrichment
Job enrichment Aims to maximize the interests and challenges of work Complete piece of work in the sense that the worker can identify a series of tasks or activities that end in a recognizable and definable product It affords the employee as much variety, decisionmaking responsibility and control as possible in carrying out the work It provide the direct feedback through the work itself on how well the employee is doing his work

Job Enlargement
Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the same level of skill and responsibility. It is done to keep workers from getting bored. It is different than job enrichment Thus the worker who previously only bolted the seat to legs might attach seat covers too.

Job rotation
Means systematically moving workers from one job to another A closer look at some Indian companies shows that job rotation is becoming an increasingly accepted practice. At McDonald's, cross-functional job rotations are encouraged, globally and in India. "It is a win-win situation -- win for the organization, the team and the employee," says Amit Jatia, joint venture partner and managing director, McDonald's, Western

WORK SCHEDULING
Compressed work schedule Flexible working hours Job sharing Work from home.

Finalize job description Approve advertising sources Obtain estimates and approvals Place ads Collect resumes Evaluate effectiveness of advertising efforts Begin review of resumes Interview candidates Refer finalists to Department Head Department Head interviews finalists Check references