2. Human Resource Management JOB ANALYSIS

3. What is a job? J0b Group of related activities and duties
Made up of tasks
Tasks
Basic elements of jobs
“what gets done”

4. Human Resource Planning
STAGES OF HRM
Job Analysis
Human Resource Planning
Recruitment
Selection
Placement
Induction 4 4

5. The JOB ANALYSIS
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them
DECISION IS MADE TO CHECK THAT:
Whether already existing post is valuable or not.
To create a Post.

7. What to do??
Discuss the nature of job analysis, including what it is and how it’s used.
Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.

8. JOB ANALYSIS PROCESS

10. Steps in Job Analysis Process
Job descriptions—Task requirements
Statement that explains duties working conditions, etc. of a job
Job specifications—Person requirements
Statement of what a job demands of the incumbent
E.g., knowledge, skills, abilities (KSAs) and other characteristics required to perform job

11. Performance standards
What is expected of workers
JA may provide performance standards for job where performance is readily quantified, measurable, etc.
May need to be augmented – e.g., participative goal-setting
All of these uses form foundation for various HRM systems

12. Important Applications of Job Analysis
The Job Analysis provides the foundation for almost everything HR is involved in.
Job Descriptions
Employee Selection
Training
Performance Appraisals
Job Classification
Job Evaluation
Job Design and Redesign

13. Reasons For Conducting Job Analysis
Training & Development
Staffing
Compensation
& Benefits
Safety and Health
Employee and
labor relation ship

14. METHODS Direct observation Interview of existing post holder
Interview of immediate supervisor
Questionnaires
Previous studies
Work dairies

15. Methods of Job Analysis: Observation
Information Source
Observing and noting the physical activities of employees as they go about their jobs
Advantages
Provides first-hand information
Reduces distortion of
information

16. Observation: Disadvantages: Time consuming
Difficulty in capturing entire job cycle
Of little use if job involves a high level of mental activity
Observer’s Difference of mental disposition.
Analyst’s caliber should match employee’s caliber

17. Methods of Job Analysis: The Interview
Information Sources
Individual employees (existing job holder)
Immediate boss (Supervisors )
with knowledge of the job.
Interview format
Structured
Unstructured

18. The Interviews: Advantages Disadvantages
Quick, direct way to find overlooked
information required.
Disadvantages
Exaggeration or depreciation of importance of job
In case of supervisor, he may not be interesting in the JD of the subordinates.
Attitude may not be supportive.
Difference in perception, attitude and aptitude of the interviewee.
Lack of communication.
Analyst’s caliber should match employee’s caliber.

19. Methods of Job Analysis: Questionnaires
Information Source:
Have employees fill out questionnaires to describe their job-related duties and responsibilities.
Questionnaires format:
Structured checklist.( to identify the task performed)
Open ended questions

20. Questionnaires Advantages Disadvantages
Quick and efficient way to gather information from large numbers of employees
Quick and economical to use
Disadvantages
Expense and time consumed in preparing and testing the questionnaire.
Becomes less useful where the employees lack verbal skills.

21. Methods of Job Analysis: Previous studies
Information source:
Past record of any employee.
The analyst keeps the past record of the employees and keeps the previous experiences and issues related to the job analysis process of the organization.

22. Previous studies Advantages Easy to use this method.
Helps to find out that whether it is beneficial or not
Disadvantages
Wrong assessment of previous post
Bad performance of previous employee

23. Methods of Job Analysis: Work Diaries
Information Source
Workers keep a chronological diary/ log of what they do and the time spent on each activity.

24. Work Diaries Advantages Disadvantages
Produces a more complete picture of the job
Employee participation
Maintained on daily basis.
Disadvantages
Distortion of information
Depends upon employees to accurately recall their activities

25. Methods of Job Analysis: Manager trying the job
This method is used to check the new post.
In this method the manager start a new job to check that whether this job is beneficial or not.
It’s a risky step to take because it may cause many fundamental problems.

26. Advantages and disadvantages
Very fruitful if the manager is an experienced analyst and strategic risk taker.
Disadvantages:
Very expensive
Risky
Time consuming

27. Types of data collected, that may help in analysis are,
The person who conducts job analysis is interested in gathering data on what is involved in performing a particular job.
Types of data collected, that may help in analysis are,
( WORK ACTIVITIES,WORK PERFORMANCES,WORK SCHEDULES,PERSONAL REQUIRMENTS).

28. Human resource experts cannot rely on individual job analysis techniques so normally all the methods are used collectively.

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