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ASSIGNMENT ON WHY PEOPLE D

 REPERT PREPARED BY:-

  HOSAIN , TANVIR 09-13008-1

 SEC 

 SUBJECT 

 DEPARTMENT 

TABLE OF CONTENTS 

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 STEP:- 1 INTORDUCTION  

 STEP:-2 DEFINITIONS WE NEED TO KNOW  

 STEP:-2.1 JOB ORIENTATIAONS  

 STEP:- 2.2 JOB ANALYSIS  

 STEP:- 3 OBJECTIVES  

 STEP:- 4 WHAT IS MY DEMANSD FROM A

 JOB

 STEP:-5 THE INTERREALTION OF MY JOB

WITH JOB ANALYSIS,JOB

ORIENTED APPROACH,PERSON 

ORIENTED APPROACH,PURPOSE 

OF JOB ANALYSIS 

 STEP;-5.1 JOB ANALYSIS  

 STEP:-5.2 JOB ORIENTED APPROACH  

 Step:-5.3 NECESSITY JOB ANALYSIS  

 STEP:-5.4 PERSON ORIENTED APPROACH  

 STEP :-5.5 PURPOSE OF JOB ANALYSIS  

 STEP :-5.5.1 ADVANTAGES OF JOB ANALYSIS  

 STEP:-5.5.2

 STEP:-6 

 STEP:-7 

 DISADVANTAGES OF JOB

 ANALYSIS 

CONCLUDING REMARKS 

 REFERENCES 

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1-INTRODUCTION:-Currently in every organization there are many changes we can

see in their behavior. Traditionally the organizations are not behaving anymore. Now

they are giving more emphasize on which their productivity increases. Becauseorganizations came to know that on which they are highly dependent. That is why the

 practicing of organizational behavior is increasing rapidly. In Bangladesh not different

form that. Now people just don’t work & are money they want some thing more fromtheir organizations. They are now very much conscious about their duties,

responsibilities, what how have to how they will each n every single issues are

highlighted now a days. Especially in pharmaceuticals sector is a very sensible, sensitive,

specified and rapidly growing sector in our country. So pharmacists are very to the pointabout their targeted designation. So that is why issues like job orientation, job analysis

this things should be very clear for the students of pharmacy for their own benefit.

2-DEFINITIONS WE NEED TO KNOW-

2.1 JOB ORIENTATIONS:- Part of orientation  process in which a new employee is

introduced to coworkers, and is given information such as working hours, placeof work , standards, benefits and facilities, and names of the immediate and other officers.

2.2 JOB ANALYSIS: - A job analysis is the process used to collect information about theduties, responsibilities, necessary skills, outcomes, and work environment of a particular 

 job. You need as much data as possible to put together a job description which is the

frequent outcome of the job analysis. Additional outcomes include recruiting  plans, position postings and advertisements and performance development planning

within your performance management system.

3-OBJECTIVE:- My objective is to become a successful a Quality Controller (QC) in

future. Because in the upcoming time of this new era of business every one every single

 person is becoming highly concerned about the quality of any product. And we are here

related with the most sensitive sector that is pharmacy. As a conscious pharmacist I haveidentified that scope for me and I want give emphasis on this sector.

4-What Is my demands from a job:-

• Suitable job environment

• Sufficient salary

• A certified experience of working

5-THE INTERREALTION OF MY JOB WITH JOB ANALYSIS,JOB ORIENTED

 APPROACH,PERSON ORIENTED APPROACH,PURPOSE OF JOB ANALYSIS:-

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5.1 JOB ANALYSIS: Job analysis is a method for describing jobs and /or the human

attributes necessary to perform them. According to Brannick and Levine (2002) there arethree elements that comprise a formal job analysis.

1. The procedures must be systematic. That means the analyst specifies proceduresin advance and follows it.

2. A job is broken in to smaller units. We describe components of jobs rather than

the overall job.3. The analysis in some written product, either electronic or on paper.

There is no one way to do job analysis .many methods provide different types of 

informations about jobs and human attributes needed for jobs. As noted earlier, jobanalysis techniques can be used to collect information that is job oriented or person

oriented, depending on the purpose of the job analyst.

5.2 JOB ORIENTED APPROACH:

The job oriented analysis provides the information about the nature of the tasks done onthe job. Some methods describe the task themselves. Other methods provide the

information’s about the characteristics of tasks. For example-task of Quality Controller 

(QC) would be take the sample drugs, differentiate the drugs. Then identify that the drugs

are quality full of quality less through some examining or testing procedures. Ultimatelyhe/she will find out with the help with all these activities that the drug is qualified or 

contaminated

This describes something that Quality Controller (QC) does.A characteristics of a Quality

Controller (QC) would be

 

Use ranking sheets & pencil to rank the drug and make report.The characteristic is not a specific task but describes common features that cut across

tasks. A Quality Controller (QC) performs many tasks involving writings such as

completing examine reports and giving certification of the drugs. The purposes of the job

analysis determine which type of approach would be most useful. The task descriptions provide a picture of what people do on a job. Characteristics of tasks can be used to

compare the nature of the tasks across different kinds of job. A Quality Controller (QC)

and teacher share the characteristics of using paper and pencils to do tasks, so there can be some similarities in types of tasks, even through the specific tasks themselves may

vary.

Tasks can be divided into a hierarchy in which higher level descriptions are broken into

smaller and smaller pieces of the job. For example –one of the major tasks performed by

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To accomplish the activity a number of very specific actions or elements are involved

such as

Tester

For most jobs there are several duties each duty is associated with several tasks each task 

is associated with several activities and each activity can be broken down into several

elements. A job analysis that goes to the level of job actions procedures a long anddetailed report.

5.4 The person oriented approach:

A person oriented job analysis provides a description of the attributes characteristics or 

KASOs necessary for a person to successfully perform a particular job. KSAOs are the

employee’s knowledge, skills, abilities and other characteristics necessary for a job. Thefirst three characteristics focus mainly on job performance itself the other characteristics

relate to job adjustments satisfactions as well as performance.

Knowledge: is what a persons need to know to do a particular job. For example-A Quality Controller (QC) should have the knowledge about the precautions, safety, pre

requisite steps for doing the quality control properly.

Skill: is what a person is able to do on the job. For example-how shortly that means

within short time how you can perform your task more efficiently & more accurately.

Minimizing the error and minimizing the cost.

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Ability: is a person’s aptitude or capability to do job tasks or learn to do job tasks it is

 person’s potential to develop skills. Most skill requires one or more abilities. Forexample- a Quality Controller (QC) should have the ability to stay in noisy place for a

long time; sometimes some researches are done in cold temperature. in that case he/she

should have the ability to perform same.

Other personal characteristics: include anything related to the job that is not covered

 by other three. For example-

• A degree

• Working experience,

• Your motivation level,

• Your sincerity to the work 

• Personality

• Manner 

Although they might seem to overlap KSAOs and tasks are very distinct.A task is

something a person does. KSAO is an attribute or characteristics of the person requiredoing a particular task or tasks. Tasks define what is done on a job, whereas KSAOs

describe the sort of personal needed.

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• Helps in Analyzing Training & Development Needs: The process of jobanalysis gives answer to following questions:

• Who to impart training

• When to impart training

• What should be the content of training

• What should be the type of training: behavioral or technical

• Who will conduct training

• Helps in Deciding Compensation Package for a Specific Job: A genuine and

unbiased process of job analysis helps managers in determining the appropriate

compensation package and benefits and allowances for a particular job. This isdone on the basis of responsibilities and hazards involved in a job.

5.5.2 Disadvantages of Job Analysis:-

Time Consuming : The biggest disadvantage of Job Analysis process is that it is very

time consuming. It is a major limitation especially when jobs change

frequently.

• Involves Personal Biasness: If the observer or job analyst is an employee of the

same organization, the process may involve his or her personal likes and dislikes.

This is a major hindrance in collecting genuine and accurate data.

• Involves Lots of Human Efforts: The process involves lots of human efforts. As

every job carries different information and there is no set pattern, customized

information is to be collected for different jobs. The process needs to beconducted separately for collecting and recording job-related data.

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• Job Analyst May Not Possess Appropriate Skills: If job analyst is not aware of 

the objective of job analysis process or does not possess appropriate skills toconduct the process, it is a sheer wastage of company’s resources. He or she needs

to be trained in order to get authentic data.

6-CONCLUDING REMAKS:-In the concluding remark I would like to mention that

due to scarcity of time I could not present these issues more elaborately. But I have tried

my best to present from my own understanding. But students should have soundknowledge about this type of things. Because if we don’t know what we have to do or 

what we want to do then it will be very tough for us to compete in the competitive market

in this era of globalization. I would also like to mention that educational institutionsshould give more emphasize on this issues and take such type of initiatives that studentsof pharmacy know from the very beginning that what they want to do and what is their 

knowledge about the up coming market.

7-REFERENCES:- 

• http://www.slideshare.net/pratibhatrivedi/oganizational-culture

• http://www.managementstudyguide.com/purpose-of-job-analysis.htm

• BOOK-INDUSTRIAL ORGANIZATIONAL PSYCHOLOGYRESEARCH AND PRACRTISE

FOURTH EDITION BY PAUL E.SPECTOR 

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THE END