Job analysis -v2- Shiraz Ahmed
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![Page 1: Job analysis -v2- Shiraz Ahmed](https://reader033.fdocuments.in/reader033/viewer/2022042813/5453ac7fb1af9f84228b46d8/html5/thumbnails/1.jpg)
Job Analysis
Shiraz Ahmed | Faculty | Facilitator | Coach
CBM | Institute of Business Management | Karachi
MBA class | Human Resource Management
Spring Semester 2014
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Why
1) Purpose of Job
2) Task and activities
3) How to do job
4) KSAB needed
![Page 3: Job analysis -v2- Shiraz Ahmed](https://reader033.fdocuments.in/reader033/viewer/2022042813/5453ac7fb1af9f84228b46d8/html5/thumbnails/3.jpg)
Outcomes
1) Job Descriptions
2) Job Specifications
3) Key Performance Indicators
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Job Description
![Page 5: Job analysis -v2- Shiraz Ahmed](https://reader033.fdocuments.in/reader033/viewer/2022042813/5453ac7fb1af9f84228b46d8/html5/thumbnails/5.jpg)
Job Specification
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Key Performance Indicators 1) Employee productivity
2) Employee cost
3) Employee turnover/loyalty
4) Remuneration and benefit benchmark
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shirazahmed.wordpress.com
Issues and challenges
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JDs are syndrome!
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Future of Job Analysis These are my views, I may
be wrong!
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Success profiles vs Job Description
Source: Manpower Group
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Employability profile vs job specification
Source: Manpower Group
![Page 13: Job analysis -v2- Shiraz Ahmed](https://reader033.fdocuments.in/reader033/viewer/2022042813/5453ac7fb1af9f84228b46d8/html5/thumbnails/13.jpg)
CONCLUSION
1. Do we need job analysis any more?
2. If NO, then what’s alternate?
3. If YES, then how?