final job analsis

8/7/2019 FINAL JOB ANALSIS

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PRESENTATION ON

JOB ANALYSIS

BY :LALEET GROVER



JOB ANALYSIS

Job analysis is the process of obtaining

information about jobs by determining the

duties , task or activities.



CONSIDERATION IN JOB

ANALYSIS Job analysis-

is not a one time activity.

is the analysis of the job, not of the person. gives us only the minimum requirements.



JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

PERFORMANCE

APPRAISAL

RECRUITING

&

SELECTION

DECISIONS

WAGE & SALARY

DECISIONS

(COMPENSATION)

TRAINING

REQUIREMENTS



USAGE OF JOB ANALSIS

HUMAN RESOURCE PLANING

RECRUITMENT

SELECTION

PLACEMENT AND ORENTIENTATION

TRAINING

JOB DESIGN AND REDESIGN JOB EVALUATION



Sources of data job data1.Performance2.Standard3.Responsibilites4.Knowledge req.5.Skills req.

6.Experience7.Job context8.Duties

Method of

collecting data

Job

description

Human

resources

function

Job

specif ication



METHODS OF COLLECTING JOB

ANALYSIS DATA Job observation

Personal observation

Critical incidents Interviews

Diary methods

Questionnaire method



JOB ANALYSIS METHOD

Job

Analysis

Methods

ObservationWork Sampling

Employee Diary/Log

InterviewingStandardized Interviews

Panel Interviews

Computerized SystemsQuestionnairesPAQ, MPDQ



Interviews

Most commonly used method very adaptable

Usually conducted with job incumbents

technical experts

supervisors

Questions like: what are your most typical duties?

How long do they take?

How do you do them?

People may misrepresent/exaggerate job



Questionnaire

Lists of what a job entails; is a kind of checklist.

is a quick and eff icient way of obtaining

info

rmatio

n. very commonly used.

Has to be structured.



Position Analysis Questionnaire

Rate the extent to which each is used by the worker as asource of information in performing the job:

Extent of Use: N - Does not apply1 - Very infrequent

2- Occasional3 - Moderate4 - Considerable5 - Very substantial

1.___ Written materials (books, reports, articles).

2.___ Quantitative materials (graphs, tables of numbers)3.___ Measuring devices (calipers, tire pressure gauges,

thermometers)

4.___ Features of nature (landscapes, geological samples,cloud formations)



Observation

Unobtrusive method

camera; video; audio

Excellent for understanding and appreciating

conditions under which job is performed

Allows analyst to experience aspects of job

that worker may not be aware of

Not as good for understanding w hy behaviorsdo/do not occur



Logbook / Worker Diaries

Worker makes systematic entries in book

outlining activities

May be useful for jobs that are diff icult to observe

But, not commonly used

too much variance in writing skills

can exaggerate tasks performed



HUMAN RESOURCE FUNCTIONS

Recruitment

Selection

Training and development Performance appraisal

Compensation management



Job specification

It answers the question:

W hat human trai ts and exper i ence are requi red

to do thi s job w ell? It consists of

Knowledge, skills, and abilities

Education and experience

Physical requirements



JOB DESCRIPTION

It is a written statement of what the job

holders does, how it is done and why it is

do

ne JOB TITLE

JOB SUMMARY

JOB ACT

I

VI

TY WORKING CONDITION

SOCIAL ENVIORMENT



THANK YOU

final job analsis

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