Job Analysis.pptx Kunju

8/3/2019 Job Analysis.pptx Kunju

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JOB ANALYSIS

Compiled byGinju Samlal


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Click to edit Master subtitle style

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Job Analysis

Definition:It is a process of discovering and identifying the pertinentinformation relating to the nature of a specific job.

A description is developed of.the present method and procedure of doing a jobPhysical conditionRelation of the job to otherOther conditions of employment


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Classification of data for

job analysis..

1) Characteristicsof job

2) Identification

of job


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Data to be collected on..

Duties & tasks

Environment

Tools & Equipments Relationships

Requirements


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Purpose(Uses) .

Training and development

Recruitment and selection

Compensation Job re-engineering

Organization Audit

Job evaluation

Job design

Career planning


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Process .Organizational SWOT Analysis

Selecting sample job &parameters

Collecting data & analyzing

Preparing a job description

Preparing a job specification


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Methods..

Review of job classification system

Incumbent interview

Supervisor interview Expert panels

Structured questionnaires

Task inventories

Check lists

Open ended questionnaires


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Persons involved

Management

Supervisors

Job analysts Job incumbent

Unions

Consultants


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Job analysis is therefore a conceptual andanalytical process that provide tangible

outcomes such as

JOB DESCRIPTION

JOB SPECIFICATION

JOB DESIGNING


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JOB DESCRIPTION

It is a simple concisely writtenstatements explaining the contentsand essential needs of a job and a

summary of the duties to beperformed.

It is a by-product of job analysis.

It basically describes the duties &


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Contributions of job description

Job Title &Position

JobSummary

Jobsinterrelatio

nships

Workingconditions


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Elements (contents)..

Job Title

Location

Job summary Duties

Machines, tools & equipments

Material &forms used

Supervision given or received

Working conditions


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SPECIMEN OF A JOB DESCRIPTION

VP Sales & Marketing

VP Sales & Marketing Company Job Code: .......................................

....................................... Division/Department .......................................

....................................... Reports to: CEO/President

....................................... Last Revision Date: .......................................

.

SUMMARY

Provide leadership and coordination of company sales and marketing functions.Develop and implement sales and marketing strategy. Monitor and analyze sales andmarketing activity against goals


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PRIMARY RESPONSIBILITIES

1.Direct and coordinate company sales and marketing functions.2.Develop and coordinate sales selling cycle and methodology.3.Direct and oversee the company marketing function to identify and

develop new customers for products and services.4.Research and develop strategies and plans which identify marketingopportunities, direct marketing, and new project development.5.Analyze and evaluate the effectiveness of sales, methods, costs, andresults.6.Develop and manage sales and marketing budgets, and oversee the

development and management of internal operating budgets.7.Directly manage major and critical developing client accounts, andcoordinate the management of all other accounts.8.Participate in the development of new project proposals.9.Establish and implement short- and long-range goals, objectives,policies, and operating procedures.10.Supervise the planning and development of company marketing and

communications materials.11.Represent the company at various community and/or businessmeetings to promote the company.


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12.Supervise the preparation, issuance, and delivery of salesmaterials, exhibits, and promotion programs.

13Promote positive relations with partners, vendors, anddistributors.14Recommend and administer policies and procedures toenhance operations.15Work with department managers and corporate staff todevelop five year and ten year business plans for thecompany.16Establish and implement short- and long-rangedepartmental goals, objectives, policies, and operating

procedures.17Plan and coordinate public affairs, and communicationsefforts, to include public relations and community outreach.18Serve on planning and policy-making committees.Other duties as assigned.


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ADDITIONAL RESPONSIBILITIES

1. Recruit, train, supervise, and evaluate department staff.

KNOWLEDGE AND SKILL REQUIREMENTS

1. Experience in strategic planning and execution. Knowledge of contracting, negotiating, and change

management. Knowledge of structuring sales quota goals and revenue expectations. Experience in planning

marketing strategies, advertising campaigns, and successful public relations efforts.

2. Work requires professional written and verbal communication and interpersonal skills. Ability to motivateteams to produce quality materials within tight timeframes and simultaneously manage several projects.

Ability to participate in and facilitate group meetings.

3. This is normally acquired through a combination of the completion of a Masters Degree in Marketing and

ten years of experience in a senior-level sales and/or marketing position.

4. Work requires willingness to work a flexible schedule.

Working Conditions

Working conditions are normal for an office environment. Work may require

occasional weekend and/or evening work


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JOB SPECIFICATION

It is a statement of the minimumacceptable human qualitiesnecessary to perform a job

satisfactorily. Specification relates to

1) Physical Characteristics

2) Personal Characteristics

3) Psychological characteristics

4) Responsibilities


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Contents .

Job Title

Age limit

Experience Education& Qualification

Required Skills, Knowledge and

Characteristics

Physique & Health

Appearance


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Specimen of Job Specification

Experience - Human Resources Director:7-10 years of progressively more responsible positions in humanresources, preferably in a similar industry in two different firms.Experience supervising and managing a professional staff.Education - Human Resources Director:Bachelors Degree in Human Resources, Business, or a related fieldrequired.

Masters in Business or Human Resources Management or a relatedfield preferred.J.D. a plus.SPHR designation will receive consideration, but is not required.Required Skills, Knowledge and Characteristics - Human

Resources Director:These are the most important qualifications of the individual selectedas the human resources director.Strong effective communicator in writing, business presentations andin interpersonal communication.Highly developed, demonstrated teamwork skills.

Demonstrates a high degree of confidentiality and unusual common

D t t d bilit t i d ti it d


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Demonstrated ability to increase productivity andcontinuously improve methods, approaches, anddepartmental contribution while being cost-sensitive.Commitment to continuous learning.Expert in employment law and employee relations andcommunication.Demonstrated ability to see the big picture and provideuseful and strategic advice and input across the companyand on the senior executive team.Ability to lead in an environment of constant change.Experience working in a flexible, employee empoweringwork environment. Structured or large companyexperience will not work here.Familiarity and skill with the tools of the trade in humanresources including HRIS, Microsoft Office suite of products,file management, and benefits administration.Experience in organization development and changemanagement.Experience in multiple locations and globally is a plus.

High Level Overview of Job Requirements Human Resources


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High Level Overview of Job Requirements - Human ResourcesDirector:The selected human resources director must be able to performeffectively in each of these areas:Guides and manages the overall provision of Human Resources

services, policies, and programs for the entire company.Overall talent management strategy including workforce planning;recruiting; hiring; training and development; performance planning,management, and improvement; and succession planning.Organization development, change management initiatives, and

company-wide environment for employees.Oversee employment law compliance and compliance to regulatoryconcerns.Demonstrated proficiency in policy development, documentation,and implementation.Oversees employee safety, welfare, wellness and health.Responsible for community outreach and communication, andcharitable giving.Managing external employment agencies, recruiters, and temporarystaffing agencies.Analysis of the effectiveness of all human resources efforts.


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JOB DESIGN

It is the function of specifying thework activities of an individual orgroup in an organizational setting.

According to Davis(1996)

the specification of the content ofthe method, and the relationships of

jobs in order to satisfy technological&organizational requirements as well asthe social & personal requirements of

the job holder.


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Techniques used for JD

Job enlargement

Job enrichment

Job rotation

Job simplification


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Reduce or Overcome jobdissatisfaction and employeealienationarising

Helps raise productivity

Job design is to develop jobs thatmeet the requirements of theorganizations and its technology andthat satisfy the job holders personal& individual requirements.


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Thus job design is the conscious effort toorganize tasks, duties responsibilities into

one unit of work. It involves

Identification of individual tasks

Specification of methods ofperforming the tasks

Combination of tasks into specificjobs to be assigned to individuals.


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THANK YOU forLISTENING..

Job Analysis.pptx Kunju

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