2. ANNOTATED OUTLINE 4-2 INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job Analysis
7. 4-7 Job Analysis Benefits of Job analysis Job analysis information is useful for a variety of organisation purposes ranging from human resource planning to career counselling
11. The Competency Approach to Job Analysis 4-11 This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job. Job Analysis
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15. 4-15 Employee activities in PAQ 1. Information Input: Where and how does the employee get the information he/she uses in performing his/her job. Examples: Use of written materials. Near-visual differentiation. 2. Mental Processes: What reasoning, decision making, planning and information- processing activities are involved in performing the job? Examples: Levels of reasoning in problem solving. Coding/decoding 3. Physical activities: What physical activities does the employee perform and what tools or devices does he/she use? Examples: Use of Keyboard devices. Assembling/disassembling. Job Analysis Cont…
16. 4-16 Job Analysis 4. Relationships with other people: What relationships with other people are required in performing the job? Examples: Instructing. Contacts with public, customers. 5. Job context: In what physical and social context is the work performed? Examples: High temperature. Interpersonal conflict situations. 6. Other Job characteristics: What activities, conditions, or characteristics other than those described above are relevant to the job? Examples: Specified work pace. Amount of job structure. Employee activities in PAQ
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20. 4-20 Job Analysis Job Description And Job Specification The end products of job analysis are: Job description: this is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done.
21. Specimen of Job Description 4-21 Job Analysis Title Compensation manager Code HR/2310 Department Human Resource Department Summary Responsible for the design and administration of employee compensation programmes. Duties Conduct job analysis. Prepare job descriptions for current and projected positions. Evaluate job descriptions and act as Chairman of Job Evaluation Committee. Insure that company’s compensation rates are in tune with the company’s philosophy. Cont…
22. Specimen of Job Description 4-22 Job Analysis Relate salary to the performance of each employee. Conduct periodic salary surveys. Develop and administer performance appraisal programme. Develop and oversee bonus and other employee benefit plans. Develop an integrated HR information system. Working conditions Normal. Eight hours per day. Five days a week. Report to Director, Human Resource Department. Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.
23. 4-23 Job Analysis Specimen of job specification Education MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology. A degree or diploma in Labour Laws is desirable. Experience At least 3 years’ experience in a similar position in a large manufacturing company. Skill, Knowledge, Abilities Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations Ability to conduct meetings, to plan and prioritise work. Work Orientation Factors The position may require upto 15 per cent travel. Age Preferably below 30 years.
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25. 4-25 Job Analysis Job Analysis In A Jobless World In recent times, the traditional way of jobs having a clearly-delineated set of duties and responsibilities is being increasingly questioned. For example, knowledge workers do not like standardised, routinised operations to be carried out in a fixed, predetermined time schedule. Talented ones, again, may require jobs with stretch pull and challenge. They may want to carry out their duties in a flexible manner.
