Unit II JOB ANALYSIS AND DESIGN & HUMAN RESOURCE PLANNING Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
= JOB ANALYSIS Job Descriptions (work to be done) + Job Specifications (necessary personal characteristics) _______________________________________________________ = JOB ANALYSIS Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
The Nature of Job Analysis A systematic way to gather and analyze information about the content, context, and the human requirements of jobs. Work activities and behaviors Interactions with others Performance standards Financial and budgeting impact Machines and equipment used Working conditions Supervision given and received Knowledge, skills, and abilities needed Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Job Analysis in Perspective Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–5
Task-Based Job Analysis A distinct, identifiable work activity composed of motions Duty A larger work segment composed of several tasks that are performed by an individual Responsibilities Obligations to perform certain tasks and duties Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Typical Division of HR Responsibilities: Job Analysis Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–6
Stages in the Job Analysis Process Figure 6–7 Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Specialized Job Analysis Methods Computerized Job Analysis Questionnaires Observation Work Sampling Diary/Log Interviewing Specialized Job Analysis Methods PAQ MPDQ Computerized Job Analysis Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Job Analysis Functional Job Analysis (FJA) Goals of the organization What workers do to achieve goals Level and orientation of what workers do Performance standards Training content Dictionary of Occupational Titles Data, people, and things O*Net Online Online information from DOL job research Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Typical Areas Covered in a Job Analysis Questionnaire Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–8
Behavioral Aspects of Job Analysis Employee Anxieties Job Inflation Managerial Straitjacket Current Incumbent Emphasis Behavioral Aspects of Job Analysis Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Determining Essential and Marginal Job Functions Source: Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–9
Job Analysis and Wage/Hour Regulations Fair Labor Standards Act To qualify for an exemption from the overtime provisions of the act: Exempt employees can spend no more than 20% of their time on manual, routine, or clerical duties. Exempt employees must spend at least 50% of their time performing their primary duties as executive, administrative, or professional employees. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Sample Job Duty Statements and Performance Standards Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–10
Job Descriptions and Job Specifications Identification of the tasks, duties, and responsibilities of a job Performance Standards Indicator of what the job accomplishes and how performance is measured in key areas of the job description. Job Specification The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Job Analysis Information Job Description is a list of tasks, duties, and responsibilities (TDRs) Job Specification is a list of knowledge, skills, abilities, and other characteristics (KSAOs) 1. A job description is a list of the tasks, duties, and responsibilities (TDRs) that the job entails. 2. A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Job Analysis: A Basic Human Resource Management Tool Staffing Training and Development Performance Appraisal Compensation Safety and Health Employee and Labor Relations Legal Considerations Tasks Responsibilities Duties Job Descriptions Job Analysis Job Specifications Knowledge Skills Abilities Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Unit - II 16BA609 & Human Resource Management, Mr. K Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Sample Job Description Job Title: Maintenance Mechanic General Description of Job: General maintenance and repair of all equipment used in the operations of a particular district. Includes the servicing of company used vehicles, shop equipment, and machinery used on job sites. 1. Essential duty (40%) Maintenance of Equipment 2. Essential duty (40%) Repair of Equipment 3. Essential duty (10%) Testing and Approval 4. Essential duty (10%) Maintain Stock Nonessential functions: Other duties assigned This slide presents a sample job description. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Job Dimensions and Job Tasks of a University Professor Teaching prepares and presents lecture material in class Research prepares research reports for publication in journals Advising gives career counseling advice to students Service serves on departmental committees as needed This slide presents the job dimensions and job tasks of a university professor which include teaching, research, service, consulting, and advising. Consulting performs work for external organizations Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Sample Job Description and Specifications Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–11a
Sample Job Description and Specifications Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–11b
Sample Job Description and Specifications Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA Figure 6–11c
Job Description Components Identification Job title Reporting relationships Department Location Date of analysis General Summary Describes the job’s distinguishing responsibilities and components Essential Functions and Duties Lists major tasks, duties and responsibilities Job Specifications Knowledge, skills, and abilities Education and experience Physical requirements Disclaimer Of implied contract Signature of approvals Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Competency Approach to Job Analysis Competencies Basic characteristics that can be linked to enhanced performance by individuals or teams. Reasons for using the competency approach To communicate value behaviors throughout the organization. To raise the competency levels of the organization. To emphasize the capabilities of people to enhance organizational competitive advantage. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Competency Analysis Methodology Identify future performance results areas critical to the organization. Assemble panel groups familiar with the company. Interview panel members to get examples of job behaviors. Develop detailed descriptions of competencies. Rate competencies and levels need to meet them. Standards of performance are identified and tied to jobs. Unit - II 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA
Definitions Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization Job - Consists of group of tasks that must be performed for organization to achieve its goals Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in organization
Definitions (Cont.) A work group consisting of a supervisor, two senior clerks, and four word processing operators has 3 jobs and 7 positions.
Questions Job Analysis Should Answer What physical and mental tasks does worker accomplish? When is job to be completed? Where is job to be accomplished? How does worker do job? Why is job done? What qualifications are needed to perform job?
Job Analysis: A Basic Human Resource Management Tool Staffing Training and Development Performance Appraisal Compensation Safety and Health Employee and Labor Relations Legal Considerations Tasks Responsibilities Duties Job Descriptions Job Analysis Job Specifications Knowledge Skills Abilities