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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

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...

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