Introduction:- Job analysis is “can be define as a process in HR department which can determination the detail of job duties and output requirements of a particular position. It’s considers the proportional importance role of HR professional. Job analysis is a process in where decisions are made about the data collected for a particular position and this all about; structured data will help in recruitment, rewards, performance appraisal and many other aspects of employment”. ( Job Analysis,2017) Purposes and principles of Job Analysis:- “The importance of job analysis in its objective is that assistance creates job descriptions. The job analysis mainly wills aims to establish and document the "work link" of recruitment procedures such as training,
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
Examples of ability and aptitude tasks include typing tests that measure speed and accuracy or mechanical aptitude tests. A third type of test often used in career counseling and sometimes used in selection situations is interest inventories. These tests compare the likes and dislikes of the applicant with those of individuals in various professions. Based on these profiles, judgments can be made as to whether or not the applicant is likely to be successful or satisfied in the position. Personality tests can also be used to determine how people will interact with others in the job environment.
There are four common job evaluation method to choose from, which can either be qualitative or quantitative, all have its own advantages and disadvantages. For the qualitative method, the organisation can choose from either job ranking, or job classification. Job ranking is the simplest form and is done by comparing and ranking all the jobs based on its importance as determined through the assessment of the roles and responsibilities of the employee. Job classification on the other hand, is done through grouping of jobs based on the skills and difficulty in performing the job. At the end of the classification, all the jobs will be categorised into a class which would later determine the wages per each grade or class.
Training & Development: Based on the Job analysis and training needs assignment the HR department conducts training and development programs to perform the current job effectively and develops the manpower in future oriented also. 4. Performance Appraisal: In a periodical intervals the HR department assess the performance of the employee to identify training needs, to promote them and recognise the competencies of employees etc. 5. Job analysis: Job analysis gives information with regards to job description and job specification which is helpful to identify the importance of the specific job to the organisation.
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
These days, job seekers are challenged to take Personality Test as employers’ top priority in hiring is having employees with integrity. This is why efforts have been taken to dive in to have a clearer understanding of Personality Test in the context of employment. Ever wondered no matter how tough trying your best to beat the timeline but ending up falling away from deadlines resulting to unfulfilling tasks or commitment in disclosing tender projects details to the public is not published defaulting transparency. Similar behavioural is repeated over and over again. This is how Personality Test helps to analyse individual’s personalities and provide tests results on personality traits.
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 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
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.