job analysis for assigning the right job against right people
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7/27/2019 Job Analysis for assigning the right job against right people
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Submitted By
Avishek
Drishey Valecha
Prateek YadavSatyendra Singh Verma
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WORK FLOW IN ORGANIZATIONS
*Through work flow design, managers analyze
the tasks needed to produce a product orservice.
*With this information, they assign these tasks to
specific jobs and positions.*A job is a set of related duties. A position is the
set of duties performed by one person.
*A school has many teaching positions; the
person filling each of those position is
performing the job of a teacher.
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*Job Analysis is a process to identify and determine in detail
the particular job duties and requirements for a given job.
*It is the study of each and every component of a job.
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Purpose of Job Analysis
*Determining Training Needs
*Recruitment & Selection
*Compensation
*Performance Appraisal
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*Fundamental Purpose of the Job
*Work elements in the Job
*General importance of each job element
*Approximate time spent on each task or specific area of
responsibility
*Scope of the job and its impact on the operation
* Inherent authority (formal & informal latitude)
*Working Relationships
*Specific methods, equipment or techniques that are required for
the job*Job Climate (Objectives & Work environment)
*Job Conditions (Physical effort, hazards, discomfort, chasing of
deadlines, travel requirement, creativity, innovation etc.
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*Duties and Tasks
*Environment
*Tools and Equipment
*Relationships
*Requirements
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Methods of Job Analysis*Superior interviews
*Expert panels
*Staff Analysts
* Individual Line Manager
*Direct Observations
*Structured/Job Questionnaires
*Position Analysis Questionnaire (PAQ)
*A Structured JA checklist that includes 194 items or job elementsused to rate a job.
* Information Input
*Mental Process
*Work Output*Relationships with other workers
*Job context and work satisfaction
*Other characteristics
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Applications of Job
Analysis
*Job Description
*Job Specification
*Job Evaluation
*Job Design
Job Enrichment Model
Job Characteristics Model
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Job Description
*It is a written statement of duties and responsibilities
that are to be performed by the job incumbent.
*It contains Job title, job identification section, job
duties section.
*Should Employees see their Job Descriptions?
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Job Title: ....................................... Company Job Code: .......................................
Division/Department ....................................... Reports to: .......................................
Salary Grade/Band: .......................................
SUMMARYThis section provides an overall summary of the job.
PRIMARY RESPONSIBILITIES
This section provides the primary functions of the job. The responsibilities are usually in order of importance and/or time
spent. This list may also be used to define "essential functions" for the purposes of the Americans with Disabilities Act.
Therefore, duties listed here should be considered "essential". If an applicant cannot perform most if not all of the
essential functions, the applicant will not be considered for the position.
ADDITIONAL RESPONSIBILITIES
This section provides additional functions of the job. The responsibilities are usually desired but not required. These
duties are not "essential functions"; therefore, even if an applicant can not perform these duties, the applicants will still be
considered for the position.
KNOWLEDGE AND SKILL REQUIREMENTSThis section provides specific knowledge and skill requirements such as sales techniques, facilitation skills, generally
accepted accounting principles, and physical requirements. The number of years experience and/or education
requirements are also listed here.
WORKING CONDITIONSThis section contains information on working conditions out of the ordinary such as extensive travel, high noise levels,
and frequent lifting of over X pounds.
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*It is a written statement of qualifications and
skills an individual must possess in order to
perform the duties and responsibilities
contained in the job description.
*It covers skills required to perform the job and
physical demands the job places upon theemployee performing it.
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*Process of determining the worth of one job inrelation to another without regard to personalities.It analyses and assesses the content of jobs, toplace them in some standard rank order.
*End Result:
Fair and logical remuneration system
Systematic and reliable data for working out wage
and salary scales. wage grievances and dissatisfaction
output and morale
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*Examination of Job (Job assessment)
*Preparation of Job description
*Preparation of Job analysis
*Comparison with other jobs
*Arrangement of jobs in a progression
*Relating the progression of jobs to a money
scale (Pricing Job Value)
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*Ranking
*Classification
*Points Rating
*Factor Comparison
*Limitations Minimum Wages Act (1948), Capacity to
pay, Inter-industry wage variation, Inter-regional wage
variation, Collective bargaining agreement etc.
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*It is concerned with structuring jobs in order to improve
organization efficiency and employee job satisfaction.
*It is concerned with changing, modifying and enriching
jobs in order to capture the talents of employees while
improving organization performance.
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*Enhancing a job by adding more meaningful tasks and
duties to make the work more rewarding or satisfying.
*It raises self esteem.
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*It proposes three psychological states of a job holder. A
motivated, satisfied employee experiences,
*Meaningfulness
*Responsibility
*Knowledge of results
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*Skill Variety
*Task Identity
*Task Significance
*Autonomy
*Feedback
Meaningfulness
Responsibility
Knowledge of results
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*It attempts to accommodate the human capabilities and
limitations of those who are to perform a job.
*It is concerned with adapting the entire job system the
work, the work environment, the machine and equipments
and processes to match human characteristics.
*It reduces physical stress and injuries.
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