JOB ANALYSIS

According to Chatterjee, B. (1996), jobs are the building blocks of the structure of any organization. Jobs can be sources of psychological stress and even mental and physical impairment. Conversely, they provide income, meaningful like enterprises, esteem both for oneself and for others, regulation to our lives, and association with people.

v v v

Who specify the content of each job? Who decides how many jobs are necessary? How are the interrelationships among jobsdetermined and communicated v Has any one looked at the number, design, an content of jobs from the perspectives of the entir organization, the big picture? v What are the minimum qualifications for each job? v What should training programs stress on? How should performance be measured on each work

The way to manage people to work efficiently is through answers to such questions :

WHAT IS A JOB?
v A job consists of a group of tasks that must be performed for an organization to achieve its goals. v A job is created when accumulated or proposed tasks justify employment of an individual or group of individuals for accomplishing the tasks or purpose.

NATURE OF JOB ANALYSIS:

Work Activities Human Behavior Machines, tools, equipment and work aids Performance standards Job contexts Human Requirements

HOW DO YOU MAKE USE OF JOB ANALYSIS INFORMATION?

JOB ANALYSIS - STEPS and its details

BY - PRODUCTS OF JOB ANALYSIS:

i). The job description is a written statement that describes the activities and responsibilities of the job, as well as the important features, such as working conditions and safety hazards. ii). The job specification summarizes the personal qualities, traits and skills, and background required for getting the job done.

METHODS OF JOB ANALYSIS INFORMATION COLLECTION:

Interviews: Observation : Participant Diary/Logs: Questionnaire:

JOB ANALYSIS TECHNIQUES QUANTITATIVE:

Position Analysis Questionnaire (PAQ) Department of Labor (DOL) procedure :

FUNCTIONAL JOB ANALYSIS &

THE COMPETENCY APPROACH TO JOB ANALYSIS:

USES AND APPLICATIONS OF JOB ANALYSIS:

According to Chatterjee, B (1992),

Job identification: Job summary: Specific responsibilities, duties and

activities: Working conditions and physical environment

JOB PERFORMANCE STANDARDS

i) ii) iii) iv) Motivation Performance e valuation Control Commitment.

THE THREE COMPONENTS OF JOB ANALYSIS

Job description Job specification Performance appraisal

WRITING THE JOB DESCRIPTION GUIDELINES:

According to Jyothi & Venkatesh (2006), Guidelines for writing the job description may contain the following: i.) Be clear ii.) Indicate scope of authority iii.) Bed specific iv.) Be brief v.) Re-check

The other approaches to job design:

1. 2. Traditional approach Scientific management or engineering approach 3. Human Relation approach 4. Socio-technical System approach

Job design techniques include the following:

v v v Work simplification Job rotation Job enlargement Job enrichment

THANK YOU..!!!!

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