Job Analysis

2717 words - 11 pages

Table of Content
Page No.
 Introduction 2
 Job Analysis 2
 Nature of Job Analysis 2
 Components of Job Analysis 4
 Uses of Job Analysis 4-5
 Steps in Job Analysis 6-7
 Methods of collecting information 7-11
o Interview
o Questionnaire
o Observation
o Participant diary/logs
o Quantitative Job Analysis Technique
 Conclusion 11

Introduction
A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list ...view middle of the document...

This list may also include how, why and when the worker performs each activity.
Human Behaviour: The specialist may also collect information about human behaviours like sensing, communicating, deciding and writing. Included here would be information regarding job demands such as lifting weights or walking long distances.
Machines, tools, equipment & work aids: This category includes information about tools used, materials processed, knowledge dealt with or applied (such as finance or law), & services rendered (such as counselling or repairing).
Performance standards: The employer may also want information about the job’s performance standards (in terms of quantity or quality levels for each job duty). Management will use these standards to appraise the employees.
Job context: Information included here are about such matters as physical working conditions, work schedule and the organisational and social context – for instance, the number of people with whom the employee would normally interact. Information regarding incentives might also be included here.
Human requirements: This includes information regarding the job’s human requirements, such as job-related knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, physical characteristics, personality, interests).

Components of Job analysis:
Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job analysis can be further categorized into following sub components.

Job Description:

Job description is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job. This type of document is descriptive in nature and it constitutes all those facts which are related to a job

Job Specification:

Job specification is a statement which tells us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner. Job specification helps in hiring an appropriate person for an appropriate position.

Uses of Job Analysis:

Recruitment & Selection: Job Analysis provides information about what the job entails and what human characteristics are required to perform the job. This information, in the form of job description and specifications, helps management decide what sort of people to recruit and hire.
Compensation: Job analysis is crucial for estimating the value of each job & its appropriate compensation. Compensation (such as salary and bonus) usually depends upon the job’s required skill and education level, safety hazards, degree of responsibility and so on - all the factors we can assess through job analysis.
Performance Appraisal: A performance appraisal...

Other Papers Like Job Analysis

Job Analysis

655 words - 3 pages Task: Students will individually develop and submit an HRM portfolio focused upon a particular job within an organisation of their choice. The purpose of the Portfolio is to: critically evaluate the issue of job analysis and design and consider the importance of this issue for the sustainability of an organisation 1. demonstrate understanding of the purpose of job descriptions and their connection to recruitment 2. 3. develop skills in

Job Analysis

744 words - 3 pages Job Analysis Job Analysis Performing a job analysis is a crucial component of Human Resource Management. This undertaking has a significant impact on the company and employee. According to Dr. Tara Carprenter and Tim Barnhart (2007 para. 1); “job analysis consists of identifying a job’s component parts and then discovering what employee behaviors are required for successful performance (Carpenter, Tara Dr. & Barnhart

Job Analysis

1268 words - 6 pages Job Analysis Human Resources XXXXX PSY/435 XXXX XXXXXXXXXX Job Analysis in Human Resources “My job is to not be easy on people. My job is to make them better” (Steve, Jobs Quotes, 2011, p. 1). The constant changes and transformations in which organizations are involved today, has led to adapt antiquated and rigid structures to advanced and flexible systems. The Human Resources Management (HRM) has become a dynamic function that projects

Job Analysis - 4800 words

4800 words - 20 pages McGill University Fall 2014 McGill University Fall 2014 Individual Assignment: Job analysis M Pxxxx Student Number: XXXXXXX Employment ORGB 424 CHERIF ATALLAH Individual Assignment: Job analysis M Pxxx Student Number: Employment ORGB 424 CHERIF ATALLAH 08 Fall 08 Fall Contents: 1. Introduction……………………………………………………………. 3 2. Job Analysis………………………………………………………………4 3. Inventory of job duties and tasks

Job Analysis - 951 words

951 words - 4 pages position analysis questionnaire is an instrument that can be used to analyze any job. Position Analysis Questionnaire Method Professional school counselors are educators with a master’s degree along with a state school counseling certificate. With apprehending to the 10 principles of the “Interstate New Teachers Assessment and Support Consortium”(n.d) website are content pedagogy, student development, diverse learners, multiple instructional

Job Analysis - 921 words

921 words - 4 pages Job Analysis Assignment Robert A. Plohr Jr. Human Capital Management HRM/531 Edma Melendez November 23, 2008 Overview Now that the buyout of Envirotech by InterClean, Inc. is near completion InterClean, Inc. must now focus on how they plan on moving the combined resources of the new structured organization into the future. As one of the leading providers of industrial cleaning and sanitation supplies, InterClean, Inc. is in need of new

Job Analysis - 1732 words

1732 words - 7 pages ANALISIS JABATAN (JOB ANALYSIS) Organisasi terdiri dari berbagai elemen yang salah satunya adalah sumber daya manusia. Sedangkan sumber daya lainnya adalah bahan, mesin/peralatan, metoda/cara kerja, dan modal. Berkenaan dengan sumber daya organisasi perlu diingat bahwa semua itu tidaklah tersedia secara berlimpah. Ada keterbatasan yang mengakibatkan pemanfaatannya harus dilakukan secara cermat. Proses manajemen yang baik harus bisa

Competency-Based Job Analysis

1565 words - 7 pages performance. Competency is the combination of someone’s abilities, skills, knowledge, values and interest. Knowledge is defined variously as expertise, and skills are the practice of understanding through experience and education. So, competency based job analysis become one of the vital factors in today’s HR practices in modern organizations. Competency-based job analysis means describing a particular job in terms of the measurable, observable and

Hr Job Analysis

838 words - 4 pages Notes for using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related

Job Analysis Examination

931 words - 4 pages ------------------------------------------------- Running header: Job Analysis Methods ------------------------------------------------- Abstract Examination of different methods utilized to create a comprehensive job analysis, including advantages and disadvantages of all approaches. There are several methods that can be utilized to create a comprehensive job analysis. A job analysis provides a better understanding of the positions

Introduction to Job Analysis

1364 words - 6 pages |INTRODUCTION TO WORK (JOB) ANALYSIS | |By Kenneth H. Pritchard, CCP | |August 1997 | |Reviewed May

Related Essays

Job Analysis 1290 Words

1290 words - 6 pages CLASS: BBA 6 SUBJECT: HUMAN RESOURCE MANAGEMENT ASSIGNMENT: JOB ANALYSIS SUBMITTED BY: SAAD AHMED SHAIKH SUBMITTED TO: SIR. IMTIAZ ALI JOB ANALYSIS OVERVIEW 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 judgments are made about data collected on a job. Job analysis, which is also

Job Analysis 1069 Words

1069 words - 5 pages JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job

Job Analysis 1605 Words

1605 words - 7 pages “A job analysis is the process of getting detailed information about jobs” (Noe, Hollenbeck, Gerhart, & Wright, 2014). The job analysis breaks down the skills, knowledge and abilities necessary to perform a position. All positions begin with a job analysis, it is the drawing board for what the position requires. When it comes to a Customer Service Representative position a human resources manager must make sure to perform a detail assessment

Job Analysis 1060 Words

1060 words - 5 pages Group, is in line with service delivery and the Care Quality Commissions Essential Standards of Quality and safety under the Health and Social Care Act 2008, as well as updating health and safety policies and procedures. For this reason we are going to conduct the process of job analysis. This report will apply to all Domestic Assistants across Healthcare home and hospital settings. 2- Findings Job analyzing is a process for collecting