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Job Analysis

Job Analysis. What is Job Analysis. Job Analysis is the process of determining the nature of a job by collecting & organizing information relevant to the job. It contains information relating to the following five factors.: Work products or what the job seeks to accomplish

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Job Analysis

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  1. Job Analysis

  2. What is Job Analysis • Job Analysis is the process of determining the nature of a job by collecting & organizing information relevant to the job. • It contains information relating to the following five factors.: • Work products or what the job seeks to accomplish • Necessary worker activities or behaviors required by the job. • Equipment used • Factors in t6he work environment • Personal characteristics required to do the job. E.g. phy. Strength, interest etc.

  3. Uses of Job Analysis • HRP • Recruitment • Selection • Placement & Orientation • Training • Employee safety • Performance Appraisals

  4. The Process of Job Analysis • Organizational Analysis • Selection of representative positions to be analyzed. • Collection of job Analysis Data • Preparation of Job Description • Preparation of Job Specification.

  5. It divided into Four basic types. Methods of Job Analysis

  6. Job Performance • In this method , the job analyst actually performs the job. • The analyst receives first hand experience of contextual factors on the job including physical risks, social demands, emotional pressures & mental requirements.

  7. Observation Methods • Observation of work activities & worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. • Three methods of job analysis based on observation are: • Direct observation • Work methods Analysis • Critical incident technique

  8. Direct Observation • Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. • Everything is observed by the analyst: what the wrk env is like % any factors relevant to the job. • It has certain natural limitations: a) They can’t capture the mental aspects of jobs. b) It provides little information related to personal requirements

  9. Critical incident Technique • It involves observation & recording of the examples of particularly effective or ineffective in terms of results produced by the behavior. • The following information should be recorded : • What led to the incident & the situation in which it occurred • Exactly what the employee did that was particularly effective or ineffective? • The perceived consequences or results of the behavior • A judgment as to the degree of control an employee had over sthe results his or her behavior produced

  10. Work Methods Analysis • A sophisticated observation method, work methods analysis is used to describe manual & repetitive production jobs such as factory or assembly-line jobs.

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