Job Analysis

Process

of Collecting Job Related Information

Helps

in preparation of Job Description and Job Specialization

Nature of Job Analysis

Job Analysis
Job Tasks Job Duties Job Responsibilities

Job Analysis A Process of Obtaining all Pertinent Job Facts

Job Description A Statement Containing Items Like: Job Title Location Job Summary Duties Machines, Tools and Equipments Supervision given or Received Working Conditions Hazards

Job Specification A Statement of Human Qualification to do the Job Education Experience and Training Judgment and Initiative Physical Effort and Skill Responsibilities Communication Skills Emotional Characteristics Demands such as Sight, Smell, Hearing etc

Process of Job Analysis

Strategic Choice Gather Information Process Information Job Description Job Specification Personnel Planning Health and Safety Training and Development Performance Appraisal Employee Discipline Work Schedule Hiring/Recruitment & Selection Career Planning Remuneration Job Evaluation

Methods of Collecting Job Data

Interviews
Observation
Questionnaire

Job Data Checklist

Technical Conference

Diary

Potential Problems with Job Analysis

Support from Top management Single Means and Source No Training and Motivation Activities may be Distorted

Job Description

Its a Written Document of

What a Job Holder Does

How it is Done
Under What Conditions Why he Does

Contents of Job Description

Job Title Job Summary

Job Activities & Duties

Working Conditions Social Environment

Problems with Job Description

To Reduce all the Essential Components of Job in Clear and Precise Documents Has to be Updated as Job Duties Change They Limit the Scope of Job Holder

Include all Important Relationships

Writing Clear and Specific Job Description

Kind of Work
Degree of Complexity Degree of Skill Problems Accountability

Brief, Factual and Precise

Job Specification

Summarizes the Human Characteristics Needed for Satisfactory Job Completion Key Qualifications Attributes-SKA For each Job Description it is Desirable to have Job Specification

Personal Attributes are Categorized as

Essential Attributes-SKA Desirable Attributes-Qualification a Person Ought to Posses Contra Indicators-Attributes that will become a Handicap to Successful Job Performer

Job Specification of a Compensation Manager

Education: MBA with Specialization in HRM/MA in Social Work/PG Diploma IN HRM/MA in Industrial Psychology A Diploma in Labor Law is Desirable Experience: At Least 3Yrs Experience in a Similar Position in a Large manufacturing Unit Skill, Knowledge, Abilities: Knowledge of Compensation Practices in Competing Industries, of Job Analysis Procedures, of Compensation Survey Team, of Performance Appraisal Systems.

Job Specification of a Compensation Manager

Skill in Writing Job Description, in conducting Job Analysis interviews, in Making Group Presentations, in Performing Statistical Computations. Ability to Conduct Meetings, to plan and to Priorities Work Work Orientation Factors: The position may Require up to 15% Travel Age: Preferably Below 30 yrs.

Job Design
The Logical Sequence to Job Analysis is Job Design

Job Analysis
It Provides Job Related Data i.e., Skills and Knowledge Required to Perform the Job

Job Design
It Involves Conscious Efforts to Organize Task, Duty and Responsibility in to a Unit Work

Three Steps to Job Design

The Specification of Individual tasks The specification of the Methods of Performing Each Task and The Combination of Tasks in to Specific Jobs to be Assigned to Individuals

Factors Affecting Job Design

Feedback
Organizational Factors Environmental Factors Behavioral Factors

Job Design

Productive & Satisfying Job

Factors Affecting Job Design

Organizational Factors: Characteristic of Task, Work Flow, Work Practices etc. Environmental Factors: Employee Ability & Availability, Social & Cultural Expectations Behavioral Factors: Feedback, Autonomy, Use of Abilities, Variety etc.

Job Design Approaches Comparison of Five Job Designing Approaches

High I M P A C T Socio Technical Systems

Job Enrichment
Medium Job Enlargement

Job Engineering
Low Job Rotation

Low

Medium
COMLEXITY

High