Job Analysis(Theme Three)Jayendra Rimal

What is Job Analysis & its UsesThe procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Its results in job description and job specification.

Job AnalysisJob Description &Job SpecificationRecruitment & Selection DecisionsPerformanceAppraisalJob Evaluation CompensationManagementTrainingRequirements

Steps in Job AnalysisHow will the collected information be used

Review relevant background information: Organization charts, Process charts etc

Select representative sample size

Collect information on job activities: required employee behavior, working conditions, competencies and traits needed

Verification with job holder and supervisor

Develop job description and job specification

Methods in collecting informationThe interview: These are conducted with employee groups and supervisors

Questionnaires: Employees provide job related information about duties and responsibilities

Observation: useful when job consists of observable physical activities

Diary/Logs: Employees record the activities of what they do in a job

Quantitative Job Analysis Technique: To assign quantitative value to each job

Using multiple sources of information: For accuracy purposes about the job

Job DescriptionIt is a written statement of what the worker actually does, how he or she does it, and what the working conditions are. It normally covers areas such as:Job TitleJob CodeLevelDepartmentPurpose of Job (Job Summary)Reports to (Supervisor)Responsible for (Subordinate)Duties and responsibilitiesAuthorityKey performance indicators

Job SpecificationWhat human competencies, traits and experiences are required to do this job well? It shows what kind of a person to recruit and what qualities to be tested for. It can be part of job description or a separate document. It would cover areas like:Educational qualificationCompetency requiredPersonality traitsWork experience/TrainingWorking conditions including health and safetyLocationEquipment/tools used

Importance of Job AnalysisPreparation of job description and job specification

HR planning: Assess the quality and quantity of HR

Recruitment and selection: design selection methods and employment tests

Training and development: As a benchmark to determine training needs of employees

Compensation: Job evaluation is dependant upon the data provided by job analysis

Performance appraisal: Again used as a benchmark to assess performance levels of employees

Career: Assists in career management and planning

Questions ? None I hope !!!