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Job Analysis

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 called job review or job classification, is a systematic exploration of the tasks, duties, responsibilities and accountabilities of a job. The process of job analysis involves the collection of background information, a selection of representative ...view middle of the document...

Determining Training Needs
 Job Analysis can be used in training/"needs assessment" to identify or develop:

* Training content
* Assessment tests to measure effectiveness of training
* Equipment to be used in delivering the training
* Methods of training (i.e., small group, computer-based, video,classroom...)

Compensation 
Job Analysis can be used in compensation to identify or determine:

* Skill levels
* Compensable job factors
* Work environment (e.g., hazards; attention; physical effort)
* Responsibilities (e.g., fiscal; supervisory)
* Required level of education (indirectly related to salary level)

Selection Procedures
 Job Analysis can be used in selection procedures to identify or develop:

* Job duties that should be included in advertisements of vacant positions;
* Appropriate salary level for the position to help determine what salary should be offered to a candidate;
* Minimum requirements (education and/or experience) for screening applicants;
* Interview questions;
* Selection tests/instruments (e.g., written tests; oral tests; job simulations);
* Applicant appraisal/evaluation forms;
* Orientation materials for applicants/new hires

Performance Review
 Job Analysis can be used in performance review to identify or develop:

* Goals and objectives
* Performance standards
* Evaluation criteria
* Length of probationary periods
* Duties to be evaluated

APPROACHES FOR COLLECTION OF JOB INFORMATION
There are different approaches to job design - the engineering approach, the human relations approach, the job characteristics approach and the socio-technical approach. An effectively designed job enhances employee productivity and satisfaction. Modern management has many job design options, which can transform monotonous and routine jobs into more challenging and motivating ones.

METHODS FOR GETTING JOB ANALYSIS

Methods of collecting job analysis information include:
OBSERVATION METHODS:
Methods of observation include direct observation, work methods, analysis, critical incident technique.
1. Direct Observation: Direct Observation is a method of job analysis to observe and record behaviour / events /activities / tasks / duties while something is happening.
2. Work Methods Analysis:
Work methods, analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. Work methods, analysis includes time and motion study and micro-motion analysis
3. Critical Incident Technique (CIT model).
Critical incident technique is a method of job analysis used to identify work behaviors that classify in good and poor performance.
INTERVIEW METHOD:
Interview method is a useful tool of job analysis to ask questions to both incumbents and supervisors in either an individual or a group setting. The interview includes structuredInterviews, unstructured interview, open-ended questions.
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