Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important
information related to a job.
Job analysis outcomes
Job description
Job specification
Job evaluation
Job Analysis
Job analysis is the procedure through which you determine the duties and nature of the jobs and the
kinds of people who should be hired for them. You can utilize the information it provides to write job
descriptions and job specifications, which are utilized in recruitment and selection, compensation,
performance appraisal, and training.
I. Steps in Job Analysis
Job Analysis process has following steps:
a. Identify how the information will be used because that will determine what data will be
collected and how it should be collected. Interviewing and position analysis
questionnaire are some examples of data collection techniques.
b. Review relevant background information, such as organization charts, process charts,
and job descriptions.
c. Select representative positions to analyze because there may be too many similar jobs to
analyze, and it may not be necessary to analyze them all.
d. Analyze the job by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to perform the job.
e. Review and verify the job analysis information with job incumbents to confirm that it is
factually correct and complete.
f. Develop a job description and job specification from the job analysis information.
kinds of people who should be hired for them. You can utilize the information it provides to write job
descriptions and job specifications, which are utilized in recruitment and selection, compensation,
performance appraisal, and training.
I. Steps in Job Analysis
Job Analysis process has following steps:
a. Identify how the information will be used because that will determine what data will be
collected and how it should be collected. Interviewing and position analysis
questionnaire are some examples of data collection techniques.
b. Review relevant background information, such as organization charts, process charts,
and job descriptions.
c. Select representative positions to analyze because there may be too many similar jobs to
analyze, and it may not be necessary to analyze them all.
d. Analyze the job by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to perform the job.
e. Review and verify the job analysis information with job incumbents to confirm that it is
factually correct and complete.
f. Develop a job description and job specification from the job analysis information.
a. Job description
The job description is a document that provides information regarding the tasks, duties, and
responsibilities of the job. Job description takes on an even greater importance under the
Americans with Disabilities Act because the description of essential job functions may be
critical to a defense regarding reasonable accommodation.
1. Job Identification – contains the job title, the FLSA status, date, and possible space to
indicate who approved the description, the location of the job, the immediate
supervisor’s title, salary and/or pay scale.
2. Job Summary – should describe the general nature of the job, and includes only its
major functions or activities.
3. Relationships – occasionally a relationships statement is included. It shows the
jobholders’ relationships with others inside and outside the organization.
4. Responsibilities and Duties – The Department of Labor’s Dictionary of Occupational
Titles can be used for itemizing the job’s duties and responsibilities.
5. Standards of Performance – states the standards the employee is expected to achieve
under each of the job description’s main duties and responsibilities.
b. Job specification
Minimum acceptable qualifications that a person should possess to perform the job are
included in the job specification. Some of the items often included are requirements for
education, experience, personality, and physical abilities.
c. Job evaluation
In Job Evaluation process the worth of job is identified based upon job comparability and
according to worth, importance of job and relative value Compensation is designed and
selected.
The job description is a document that provides information regarding the tasks, duties, and
responsibilities of the job. Job description takes on an even greater importance under the
Americans with Disabilities Act because the description of essential job functions may be
critical to a defense regarding reasonable accommodation.
1. Job Identification – contains the job title, the FLSA status, date, and possible space to
indicate who approved the description, the location of the job, the immediate
supervisor’s title, salary and/or pay scale.
2. Job Summary – should describe the general nature of the job, and includes only its
major functions or activities.
3. Relationships – occasionally a relationships statement is included. It shows the
jobholders’ relationships with others inside and outside the organization.
4. Responsibilities and Duties – The Department of Labor’s Dictionary of Occupational
Titles can be used for itemizing the job’s duties and responsibilities.
5. Standards of Performance – states the standards the employee is expected to achieve
under each of the job description’s main duties and responsibilities.
b. Job specification
Minimum acceptable qualifications that a person should possess to perform the job are
included in the job specification. Some of the items often included are requirements for
education, experience, personality, and physical abilities.
c. Job evaluation
In Job Evaluation process the worth of job is identified based upon job comparability and
according to worth, importance of job and relative value Compensation is designed and
selected.
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