Human Resource Management JOB ANALYSIS

Human Resource Management

Presented By:MonishaNaveenNazma Osman PardhaAGENDAJob Analysis Job DescriptionJob specificationIntroductionUsman Khan What is a Job?JobA group of related activities and dutiesPositionThe different duties and responsibilities performed by only one employee

JobJobJobJobJob AnalysisThe process of obtaining information about jobs by determining what the duties, tasks, or activities of jobs are.The ultimate purpose of job analysis is to improve organizational performance and productivity.It is used to define the duties responsibilities and accountabilities of a job.The immediate products of this analysis are:Job DescriptionJob SpecificationOBJECTIVESTo determine most effective methods for performing a job.To increase employee job satisfaction.To identify core areas for giving training to employees and to find out bestmethods of trainingDevelopment of performance measurement systemsTo match job-specifications with employee specifications while selection of an employee.JOB ANALYSIS PROCESSNaveen The intention behind job analysis :what is the need of the job to exist?What physical and mental activities does the worker undertake?When is the job to be performed?Where is the job to be performed?How does the job performed by an employee?What qualities and qualifications are required to perform the job?

The Process of Job Analysis

9PROCEDURE FOR JOB ANALYSISWork oriented approachfocus on the actual task involved in a Jobmainly concentrate on duties, functions and responsibilities involved in a job

Employee oriented approachfocus on examining of human attributes needed to perform the jobhuman attributes have been classified into knowledge, skills, attitude and other characteristics.METHODSPARDHAMETHODSObservationInterviewsCritical incidents Questionnaires and surveysOBSERVATIONA job analyst observes an employee and records all his performed and non-performed task fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties his or her mental or emotional ability to handle challenges and risks.INTERVIEWSIn this method, an employee is interviewed so that he or she comes up with their ownworking stylesproblems faced by themuse of particular skills and techniques while performing their job insecurities and fears about their careers.CRITICAL INCIDENCE Job analysis method by which job tasks are identified that are critical to job success.The job analyst writes five to ten important task statements for each job under study.Here the behaviour has to be studied after the activity unfolds or gets over QUESTIONNAIRES AND SURVEYS Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers.This method also suffers from personal biasness. A great care should be takes while framing questions for different grades of employees.

JOB DESCRIPTIONNazma JOB DESCRIPTIONBasically descriptive in nature and is derived from Job Analysis

It provides information aboutScope of job activitiesMajor responsibilities

It provides clear idea of what the worker must do to meet the demand of the jobCONTENTS OF JOB DESCRIPTIONJob title LocationJob summaryDutiesMachines, tools and equipmentSupervision given or received ( Relation)Working conditionsHazards

USES OF JOB DESCRIPTIONPreliminary drafts can be used as basis for productive discussionHelps in development of job specificationIt acts a tool.JOB SPECIFICATIONMONISHA KATYAL

JOB SPECIFICATIONIt translates the job description into terms of the human qualifications required for performance of a jobIt is a written statement of qualifications traits physical and mental characteristics.Developed with the help of Personnel Department and Supervisors JOB SPECIFICATION INFORMATIONPhysical SpecificationsMental SpecificationsEmotional and Social specificationsBehavioural SpecificationsUSES OF JOB SPECIFICATIONSPhysical CharacteristicsPsychological CharacteristicsResponsibilitiesFeatures of a demographic natureHelps in making educated guesses by the supervisors and personnelDetermining Job RequirementsWhat employee doesWhy employee does itHow employee does itDetermining job requirementsSummary statement of the jobList of essential functions of the jobEmployee orientationEmployee instructionDisciplinary actionPersonal qualifications required in terms of skills, education and experienceRecruitmentSelectionDevelopmentNature of: Job AnalysisJob DescriptionJob SpecificationBasis for: 24THANK YOU