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Job Analysis
Job Analysis
Job Analysis
PRESENTED BY: RASHMI YADAV ANKITA SRIVASTAVA NEHA NIHARIKA ASNA AYAZ SEEMA LAMA
JOB ANALYSIS
Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information.
Job Duties
Job Tasks
Job responsibilities
Job Analysis
HRP
Selection
T&D
Job Analysis
Performance appraisal
Job design
Placement
Job evaluation
Job specification
Job description
The information obtained from job analysis is classified into three categories. Job
description
Job
Job
specification
evaluation
JOB DESCRIPTION
A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties.
FUNCTIONS: ______________________________________________________ ________________________________________________ DUTIES AND RESPONSIBILITIES: ______________________________________________________ ________________________________________________ JOB CHARACTERISTICS: ______________________________________________________ ________________________________________________
JOB SPECIFICATION
Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job.
JOB EVALUATION
Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration.
If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.
Structured Unstructured
METHODS OF COLLECTION JOB DESCRIPTION DATA Diary/log books Observation Interview Questionnaire:
Structured Unstructured
JOB DESIGN
Job design means to decide the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder (manager) and his superiors, subordinates and colleagues.
JOB SIMPLIFICATIO N
JOB ENLARGEME NT
JOB ROTATION
JOB SIMPLIFICATION
Complete job is broken down into small subparts usually consisting of few operations. This is done so that employees can do the job without much specialised training.
JOB ROTATION
It is the practice of shifting people from one job to another within a working group. It gives variety and relief from the boredom of routine. It is kind of lateral transfer. Helps to develop managerial talent
JOB ENLARGEMENT
Job enlargement means assignment of varied tasks or duties of the jobs of employees. It serves to increase variety, lengthens work cycle time and increases the knowledge necessary to perform it. It is assumed to reduce boredom and make an employee satisfied with the job.
JOB ENRICHMENT
Job enrichment is increasing the contents of a job It is up gradation of responsibility, scope and challenge in work. It leads to a vertically enhanced job by adding functions from other organisational level.
QWL is a process of work organizations which enables its members at all levels to participate actively and efficiently in shaping the organization's environment, methods and outcomes. It is a value based process, which is aimed towards meeting the twin goals of enhanced effectiveness of the organization and improved quality of life at work for the employees.
SCOPE OF QWL
Fair and Reasonable pay Favorable and Safer Environments Employment Benefits Job Security Job Satisfaction Provisions of autonomy as well as control for developing human resource Scope for better career opportunities
OBJECTIVE OF QWL
To
attract and retain talents prevent stress integration of work and personal life
To
Effective
Job
Increase
To
Flexibility in work schedules Autonomous Workgroup Job Enrichment Opportunity for Growth Employees participation Suggestion System
THANK YOU.