Ch 04-Job Analysis

8/12/2019 Ch 04-Job Analysis

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Copyright 2010, VSP Rao

Human resource Management (3rdEdition) V S P Rao

What is Job Analysis?

job analysis is an essential and pervasive human resource technique and the

starting point for other human resource activities. JA is a formal and detailed

examination of jobs.

Job Analysis

Job Tasks

Job Dut ies

Job Respon sib i l i t ies

Nature of job analysis


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Uses of Job Analysis

1. Human resource planning

2. Recruitment

3. Selection

4. Placement and orientation

5. Training

6. Counselling

7. Employee safety

8. Performance appraisal

9. Job design and redesign

10. Job evaluation


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Process of Job Analysis

Organisational analysis(organization charts and workflow charts)

1. Selection of representative positions to be analysed (sample of jobs

analyzed keeping cost and time in mind)

2. Collection of job analysis data(characteristics of job, required behaviour and

personal qualification)

3. Preparation of job description (contents of the job in terms of functions, duties,

responsibilities, operations, etc)

4. Preparation of job specification (written statement of personal attributesin terms

of traits, skills, training and personal experience needed to carry out a job


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Methods of Collecting Job Analysis Data

1. Job performance

2. Personal observation

3. Critical incidents

4. Interview

5. Panel of experts

6. Diary method

7. Questionnaire method


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Impact of Behavioural Factors on Job Analysis

Exaggerate the facts

Employee anxieties

Resistance to change

Overemphasis on current efforts

Management Straitjacket(limiting their freedom to adapt to changing

needs from time to time)


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Job Description

Job title

Job summary

Job activities

Working conditions

Social environment


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Job Specification

Essent ial attr ibutes: skills, knowledge and abilities (SKAs) a person

must possess.

Desirable attr ibu tes:qualifications a person ought to possess. Contra- indicators:attributes that will become a handicap to successful

job performance.

Cont.


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Job Specification of Compensation Manager

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 up to 15 per cent travel.

Age Preferably below 30 years.


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Human resource Management (3rd Edition) V S P Rao

Role Analysis

First, the objectives of the department and its functions must be

identified.

Second, the role incumbent is asked to state his key performance areas

and his understanding of the roles to be played by him.

Third, other role partners (boss, subordinate, peers, etc.) are asked to

state their expectations from the role incumbent.

Finally, the incumbentsrole is clarified and expressed in black and white

(called role description) after integrating the diverse viewpoints expressed

by various role partners.

Documents

Ch 04-Job Analysis