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  • Job Analysis: Key Steps and Purposes

    Diunggah oleh

    Jaafar Soriano
    2 tayangan2 halaman
    Job analysis is the process of obtaining information about jobs with the immediate goal of analyzing the job, not the employee. The ultimate goal is to improve organizational performance and productivity. Common methods of job analysis include questionnaires, interviews, observations, and logs/diaries conducted by HR professionals, managers, supervisors, and outside consultants. The results are used to determine job descriptions outlining tasks, duties, and responsibilities, as well as job specifications describing the necessary knowledge, skills, and abilities. Job analysis informs important HR functions like recruitment, selection, performance appraisal, and training.

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    exam

    Judul Asli

    Chapter 8

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    Job analysis is the process of obtaining information about jobs with the immediate goal of analyzing the job, not the employee. The ultimate goal is to improve organizational performance and productivity. Common methods of job analysis include questionnaires, interviews, observations, and logs/diaries conducted by HR professionals, managers, supervisors, and outside consultants. The results are used to determine job descriptions outlining tasks, duties, and responsibilities, as well as job specifications describing the necessary knowledge, skills, and abilities. Job analysis informs important HR functions like recruitment, selection, performance appraisal, and training.

    Hak Cipta:

    © All Rights Reserved
    Unduh sebagai DOCX, PDF, TXT atau baca online dari Scribd
    Tandai sebagai konten tidak pantas
    2 tayangan2 halaman

    Job Analysis: Key Steps and Purposes

    Diunggah oleh

    Jaafar Soriano
    Job analysis is the process of obtaining information about jobs with the immediate goal of analyzing the job, not the employee. The ultimate goal is to improve organizational performance and productivity. Common methods of job analysis include questionnaires, interviews, observations, and logs/diaries conducted by HR professionals, managers, supervisors, and outside consultants. The results are used to determine job descriptions outlining tasks, duties, and responsibilities, as well as job specifications describing the necessary knowledge, skills, and abilities. Job analysis informs important HR functions like recruitment, selection, performance appraisal, and training.

    Hak Cipta:

    © All Rights Reserved
    Unduh sebagai DOCX, PDF, TXT atau baca online dari Scribd
    Tandai sebagai konten tidak pantas
    dari 2

    Chapter 8

    JOB ANALYSIS

    Job Analysis (JA) is the process of obtaining information about jobs

    Immediate Goal of JA: analyze the job not the employee


    Ultimate Goal of JA: To improve organizational performance and productivity

    Purpose of JA

    1. Job Descriptions
    2. Job Specifications

    The JA Process

    Method Sources of Data Conducted by


    Questionnaires Employees HR
    Interviews Supervisors Outside Consultant
    Observations Managers Manager/Supervisor
    Logs/Diaries Job Analysts

    Types of Job Requirements

    1. Job Description the tasks, duties and responsibilities (TDRs) of a job

    2. Job Specification knowledge, skills and abilities (KSAs) of the person who will
    perform the job

    Job Analysis Responsibilities

    HR Managers
    Coordinates job analysis Completes job analysis
    Write job descriptions Review job descriptions
    Periodically reviews job descriptions Requests new analyses
    Reviews managerial input Uses job analysis info
    Seek assistance from outside experts Give assistance to outside experts
    Determining Job Requirements

    Nature of Job Requirements Basis

    Job Analysis Determining job requirements


    Job Description Employee orientation, instruction,
    disciplinary action
    Job Specification Recruitment, Selection, Development

    HRM Functions

    1. Recruitment: determine recruitment qualifications


    2. Selection: provide duties and specifications
    3. Performance Appraisal Value: determining training need and develop instructional
    Programs
    4. Training

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