THE OUTCOMES OF JA
Job description - a written summary that explain about the duties , working condition , equipment used and other aspects of a specified job in which the job is performed. Job specification a written explanation of a minimum acceptable human qualities such as academic qualification , level of knowledge , skills , abilities, traits, and other characteristics necessary for effective performance on a job.
Job title title of the job and other identifying such as its wage and benefits classification Job responsibilities describe the purpose of the job and what outputs are expected from job incumbents Job requirements clear statements of the tools, equipment , and information required for effectively performing the job Job environment description of the working conditions of the job, location of the job.
THE PROCESS/STEPS OF JA
Identify the purpose of job analysis Selecting the analysts Selecting the appropriate methods Train the analysts Preparation of job analysis Collecting data on job activities Review and verify the information Develop job description and specification
Diaries the job analyst provide job holder with the areas of the job description about which information is required. Job holders then analyse their own work over period of time, recordings information systematically in diary from Clog book under the required headings and the time spent on each item. Competency Profiling - is the activity of determining the specific competencies that are characteristic of high performance and success in a given job.
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JOB DESIGN
Job design is a process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organisation. In organizational development (OD), work design is the application of Socio-Technical Systems principles and techniques to the humanization of work. Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks.
The aims of work design to improved job satisfaction, to improved through-put, to improved quality and to reduced employee problems, e.g., grievances, absenteeism. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction.
Where to locate?
Who else? How to interface with the facilities? How much autonomy? What environmental conditions?
What skills?
TUTORIAL
Define Job Analysis Describe the objective and purpose of JA in an organisation Describe the outcomes of JA Explain the steps can be taken by the management to conduct JA Describe the methods of conducting job analysis. Describe job design and methods of conducting job design.