JOB ANALYSIS INTRODUCTION Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it (Dessler,2000). There are many definitions of job analysis since different scholars interpret it in their own words. Job analysis also means a purposeful, systematic process of collecting information on the important work-related aspects of a job. Possible aspects of work-related information to be collected might include - work activities like what a worker does, how, when, and why these activities are conducted. Tools and equipment used to do work related activities, context of the work environment as work schedule or physical working conditions, requirements of the personnel
2.1 JOB ANALYSIS INTERVIEW The job Analysis interview is one of the common techniques employed for the job analysis. This method involves a qualified analyst inquiring the incumbents or supervisors regarding the tasks, KSAO's, working conditions, responsibilities and tools related to the job (Barrick et al., 2011). A structured interview was developed and conducted with the supervisor who mentioned the employee characteristics necessary for the successful job performance. The transcript of the recorded interview can be found in the Appendix A. 2.2 JOB ANALYSIS QUESTIONNAIRE The job analysis questionnaire is used to tackle a few of the difficulties associated with job interviews.
Job analysis helps in achieving the goals and objectives of the organization by analyzing its available resources and following the strategy set down by the organization. There are 3 main components of job analysis. • Job position • Job description • Job
The HRD aims to bring two important dimensions of job analysis, namely Job Description and Job Specification. Roche has always been giving Job Description to its employees while the Job Specification has always been mentioned in the advertisement for recruitment. The HRD at conducts Job Analysis by gathering information. Questionnaires are circulated among the relevant employees not just to gather actual facts, but also their opinions as to what should be included and or excluded from certain job responsibilities etc. In Job Analysis, each job is broken down and studied on the basis of the component parts or elements that comprise it.
Job analysis is the process of gathering and analyzing data about the job and the human requests of jobs like education qualifications and experiences needed , abilities required to perform a job, obligations and tasks involved, also physical and emotional characteristics required for that job, this process is used to decide the post of the employee. Also job analysis allows parts to find paths of job progress for employees who are interested in improving their chances for a better career and increasing reward and salary, a good collection of data and job analysis also help to increase the company level. The organization usually use job analysis in order to control the physical prerequisites of the work to figure out if a person who has endured
This analysis is done by judging the collected data on the job. The data can be collected through information fragments found through surveys and interviews, job specifications or description, it is never found in a person description. Purpose of Job Analysis: The main purpose of the analysis is to set and record the employment
Although the job evaluation is being conducted in order to define the internal value of the jobs, the employers should conduct counter-check the findings from the evaluation process as sometimes the findings are inaccurate and not fair. This will increase the level of responsibilities and stress to the employers. The job evaluation process is consists of job analysis, job descriptions and the job evaluations. Therefore, it is notable for the employers to ensure the accurate and reliable ratings from the entire job evaluation process in order to determine the complexity, importance, skills, required knowledge, abilities, effort, responsibility and the working conditions of a job as well as to classify them into appropriate pay
Job analysis is a primary tool to collect job related data which provide in detail the particular job description and specification. In general, job description explains on what job is about, specify who supervises the position and lays out all the tasks that a person is expected to perform in the organization. It provides the standard or benchmark by which employee can be evaluated, recognized for exemplary work or improve their performance. There are three parts of preparing job description which is choosing the job title, developing a list of specific duties and responsibilities that particular position require and composing a capsule description of that position in organization. Job specification is a written statement of educational qualifications, specific qualities, level of experience, technical and communication skills, physical and responsibility involved in a specific job.
Job Design: Nature, Techniques and Designing Jobs Human Resource Management – CIA I Aravind K [I MPHR -1537502] Christ University Introduction Job Design has been defined as the process of, “...specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder.” (Buchanan, 1979). In the context of the organizational model, it can be explained as the formulation and designing of the transformation step, taking into account the high impact human and organizational factors. Figure 1. Simplictic representation of the model of an organization. Aspects of Job Design 1.
This approach to job satisfaction implies that an effective way to satisfy workers is to find out what they want and to the extent possible, give it to them. (Baron and Greenberg, 2006) SOCIAL INFORMATION PROCESSING MODEL The idea that people’s attitudes toward their jobs is based on information they get from other people is inherent in the social information processing model. This approach specifies that people adopt attitudes and behaviors in keeping with the cues provided by others with whom they come into contact. (Salancik,