Job Analysis
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Concept of Job Analysis - Meaning & its Definition What is Job Analysis in HRM (Human Resource Management)? How to Conduct a Job analysis? Job Analysis Process & Steps Job Analysis Methods & Techniques Job Analysis Tools Purpose or Objectives of Job Analysis Benefits and Importance of Job Analysis
Job Analysis – Concept, Meaning & its Definition
What is Job Analysis? It is a way to determine the duties and responsibilities of the employees
Definition by Blum It is accurate study of various components of jobs, it is not only related with the analysis of duty and condition of work but also it provides information about individual qualification of the employee
What is Job Analysis in HRM? Job Analysis consist of two components- Job description and Job specification. • Job description is more focused towards task, duties and responsibilities • Job Specification is related to employees skills, abilities and professional information.
Job summa ry
Working Conditio n
Medica l history Job Specific ation
Job Descri ption
Job title
Resource s Required
Duti es
Personal Informa tion
Profession al informatio n
Emotio nal state Abilitie s and skills
How to Conduct a Job analysis? Job Analysis starts with data collection and end with preparation of Job description and job specifications. It supports various HR functions. Source of Data
Data Collection Methods
Job Data
• • •
Employe es Supervis or
• • •
Interview Observat ion Question naire
All job related and employee related informati on
Preparation of Job Description
Preparation of Job specification
• • • •
Task Duties Responsi bilities
Professio nal and personal informati on of employee
Functions of HR Department
•
All function of hiring and rewards
Job Analysis Process & Steps Organizational Job Analysis
Selection of sample job
• Information related to job is gathered at organizational level.
• A sample job is selected for detailed job analysis.
Data collection
• All job related data is collected using methods like interview, survey and observation.
Job description
• All the job related information which reforms the way job is performed
Job specification
• All employee related information determining who is the best fit for the job.
Job Analysis Methods & Techniques
Data collection methods for Job analysis
There are different data collection methods for job analysisObservation, actual performance of job are time consuming. Questionnaire method is most preferred method along with computerized job analysis
Job Analysis Tools O*Net Model: simultaneously list all the data- Collects employees related data FJA Model: Functional job analysis- it is based on work oriented approach PAQ Model: Position analysis questionnaire listed in survey for employees Competency Model: Collect the expertise of employee. Job Scan: Works on personal dynamics
Purpose or Objectives of Job Analysis To determine efficient and effective method to execute a job To improve job satisfaction of employees To identify the needs of training and the core areas on which training should be given To develop a performance measurement system To match specification of employees with the job role they are offered during selection process. To provide standardized way to calculate the job compensation. To avoid ambiguity regarding the job duties and responsibilities of employee.
Benefits and Importance of Job Analysis Human Resource Planning: It helps to determine the no. of employees to be hired.
Recruitment and Selection: It directs the hiring process by suggesting employee specification Training and Development: It helps to determine the training need of employees Placement and Orientation: It supports the orientation program Job Evaluation: Job analysis is often linked to compensation. Performance Appraisal: It helps to design job standards and rewards linked with it Personnel Information: It provides all the information related to employees Health and Safety: It is suggest the ideal work conditions for the employees
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