Job Analysis the Process and Its Uses 1207896977861156 9

8/8/2019 Job Analysis the Process and Its Uses 1207896977861156 9

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Job Analysis The Process and its

Uses


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Agenda:

y An overview of the term Job Analysis .

y Purpose and uses of Job Analysis.

y Its contents.

y Steps in Job Analysis.

y Techniques of gathering Job Analysis Data.

y Guidelines for conducting job analysis.


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What is Job Analysis?y It is a procedure by which pertinent information is

obtained about the job.

y i.e. It is a detailed and systematic study of information

relating to the operations and responsibilities of a specificjob.

y Specially ,What the worker does; how he gets

it done, why he does it ,skill ,education and

training required , relationship to other jobs,Physical demands, environmental conditions

etc

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Purpose and Uses Of Job Analysis:

y Organization and Manpower Planning:- it defines labour

needs in concrete terms , clearly divides duties and

responsibilities.

y

Recruitment, Selection:-B

y indicating the specific reqs. Ofeach job(i.e.; skills and knowledge) it provides a realistic

basis for hiring, training, placement, transfer and

promotions.

y

Wage and Salary Administration:- Indicating qualificationsreqd. and risks and hazards involved, it helps in sal. and wage

administration.


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Purpose and Uses Of Job Analysis

(Cont....)

y Job Re-Engineering :-Job analysis provides info. Which

enables to change jobs in order to being better mannered by

personnel's with specific characs and qualifications.

y

Employee Training and Management Development :-JAhelps in determining the content and subject matter of

training courses.

y Performance Appraisal:-JA helps in establishing clear cut

standards which may be compared with the actualcontribution of each individual.

y Health and Safety:- helpful in identifying hazardous

conditions and unhealthy environments so that corrective

measures can be taken.


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Contents of Job Analysis:

y Job Identification:- Its title including its code number.

y Significant Characteristics of a Job:- its location, physical

setting, supervision , hazards and discomforts etc.

yWhat the typical worker does?specific operations and taskthat make up an assignment, their relative timing and

importance, simplicity, routine and complexity, the

responsibility or safety of others for property, funds,

confidence and trust.y Which materials and equipment a worker uses? Metals,

plastics, grains, yarns, milling machines etc.


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Contents of Job Analysis(Cont.)

y How a job is performed?Nature of operation- lifting,

handling, cleaning, washing, feeding, removing, drilling,

driving, setting up and many others.

y Required Personnel Attributes. :- Experience, training,

apprenticeship, physical strength, coordination or dexterity,

mental capabilities, aptitudes, social skills etc.

y Job Relationship:- Experience required, opportunities for

advancement, patterns of promotions, essential cooperation,

direction or leadership from and for a job.


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The Steps in Job Analysis:Theimage cannotbe displayed.Your computer may nothaveenough memory toopen theimage,or the imagemay havebeen corrupted. Restartyour computer,and then open thefileagain.If thered x stillappears,you may havetodeletethe imageand then insertit again.


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Techniques of Gathering Job Analysis

Data:

y Personal Observation:-The materials and the equipments

used, the working conditions & probable health hazards and

an understanding of what work involves. Especially useful in

jobs that consist primarily of observable physical ability, like

the job of draftsmen, mechanic, spinner or weaver.

y

Sending Out Questionnaires:- Properly draftedquestionnaires are sent out to job holders for completion and

are returned to supervisors.


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Techniques of Gathering Job

Analysis Data (Cont.)

y Maintenance Of Log Records :- the employee maintains a

daily diary of duties he performs, marking the time at which

each task is started and finished.

y Conducting Personal Interviews :- Personal interviews may

be held by the analysts with the employees, and answers to

relevant questions may be recorded.

In most cases, interviews coupled with

personal observations lead to the desirable approach.


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USES OF JOB ANALYSIS

y Produce job descriptions and specifications

y Recruitment and Selection

y Performance Standards

y Training and Development

y Compensation

y Used in training

yHelp in performance appraisal

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Conclusion:

y From Job Analysis, specific details of what is being done and

the skills utilized in the job are obtained. Job Analysis enables

the managers to understand jobs and job structures to improvework flow or develop techniques to improve productivity.

Thank You


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Documents

Job Analysis the Process and Its Uses 1207896977861156 9