chapter 04 ihrm ( own )
TRANSCRIPT
8/8/2019 Chapter 04 IHRM ( Own )
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CHAPTER - 4
JOB ANALYSIS
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JOB ANALYSIS
The procedure for determining the duties and
skill requirements of a job and the kind of
person who should be hired for it.
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COMPETENCY- BASED JOB ANALYSIS
Describing a job in terms of the measurable ,observable, behavioral competencies
(knowledge, skills and/or behaviors) anemployee must exhibit to do a job well.
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JOB DESCRIPTION
A list of jobs duties, responsibilities, reporting
relationship, working conditions and supervisory
responsibilities.
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JOB SPECIFICATION
A list of jobs human requirements that is,requisite education, skills, personality and so on.
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JOB ENRICHMENT
Redesigning jobs in a way that increases theopportunities for the workers to experience
feelings of responsibility, achievement,recognition and growth.
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JOB ENLARGEMENT
Assigning workers additional same-levelactivities, thus increasing the number of
activities they perform.
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JOB ROTAION
Systematically moving workers from one job toanother to enhance work team performance
and/or to broaden his experience and identifystrong and weak points to prepare the personfor an enhanced role with the company.
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DEJOBBING
Broadening the responsibilities of the companys jobs, and encouraging employees not to limit
themselves to whats on their job descriptions.
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REENGINEERING
The fundamental rethinking and radical redesignof business processes to achieve dramatic
improvements in critical performances, such ascost, quality, service and speed.
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INFORMATION GAINED FROM JOB
ANALYSIS
1. Work activities.2. Human behaviors.
a. Communicating.
b. Deciding and writing etc.c. Job demands like lifting weight, walking long etc.
3. Machines, tools, equipment and work aids.4. Performance standards.5. Job context.
a. Physical working conditions.b. Work schedule.c. Social context.d. Incentives
6. Human requirements.a. Job related knowledge or skills.
b. Personal attributes.
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USES OF JOB ANALYSIS INFORMATION
1. Recruitment and selection.
2. Compensation.
3. Performance appraisal.4. Training.
5. Discovering unassigned duties.
6. EEO compliance.
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STEPS IN JOB ANALYSIS
1. Decide how you want to use the information.
2. Review relevant background information such as
organization charts, process charts and jobdescriptions.
3. Select representative position.
4. Actually analyze the job.
5. Verify the job analysis information.6. Develop the job description and job specification.
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METHODS OF COLLECTING JOB
ANALYSIS INFORMATION
1. The interview.
a. Individual interview.b. Group interviews.
c. Supervisor interviews.
2. Questionnaires.
a. Structured.
b. Unstructured.
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METHODS OF COLLECTING JOB
ANALYSIS INFORMATION (contd)
3. Observation.
a. Direct.
b. Indirect.
4. Participant diary/logs.
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QU ANTITATIVE JOB ANALYSIS
TECHNIQUES
1. Position Analysis Questionnaire
A questionnaire used to collect quantifiable data concerning
the duties and responsibilities of various jobs. For example,the score of the job may be based on its decision making,skilled activity, physical activity, vehicle/ equipment operationand processing information.
2. DOL Job Analysis Procedure
A method of quantitatively classifying, rating and comparing
jobs based on score for data to be processed, people to bedealt and things to be handled or operated.
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QU ANTITATIVE JOB ANALYSIS
TECHNIQUES (contd)
3. Functional Job Analysis
A method of classifying jobs similar to the DOL method but
additionally taking into account the extent of reasoning, judgment and mathematical and verbal abilities necessary for performing
job tasks.
4. Internet-Based Job AnalysisHR Department distribute standardized job analysis
questionnaires to geographically disbursed employees via internet or company intranet to complete the forms and return by aparticular date.
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WRITING JOB DESCRIPTION
1. Job identification.
a. Job title.
b. Date.
c. Who approved the job description.
d. Location of the job.
e. Immediate supervisor title.f. Salary/pay scale.
g. Grade of the job.
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WRITING JOB DESCRIPTION (contd)
4. Responsibilities and Duties.
a. Authority.
b. Budgetary limitation.
5. Standard of performance.
a. Quality standards.
b. Quantity standards.
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WRITING JOB DESCRIPTION (contd)
6. Working conditions.
a. Things like noise level, office or field area.
b. Heat, or hazardous conditions etc.
7. Job specification.
a. Human traits.
b. Education.c. Experience.
d. Job related behavior.