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). Types of Job Analysis A job analyses may involve three methods: worker-oriented,
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
It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. Job Analysis at Amul: Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a
Conducting the study involves data collection and sources of data captured using reliable and valid job analysis methods. The job analysis is complete when the results are summarized and the job descriptions are written. Legal considerations for job analyses allow companies to remain in compliance with employment laws averting chances of subjectivity in job analyses and employment
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
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.
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
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 analysis is necessary to make sure that jobs are up to date on their qualifications and skills needed. Many different techniques are used to create a job analysis. A technique that job analysis use is the Position Analysis Questionnaire (PAQ). The PAQ is described as a technique that analyze a job based on six categories. These six categories include: informational input, mental process, work output, relationships with other persons, job context, and other job characteristics.