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    Module 2 Job Analysis

    Uploaded by

    Raja Gopal
    JOB ANALYSIS Definition: A job analysis is the process used to collect information about the duties, 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.  JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization.  Job analysis According to EDWIN B FLIPPO, “Job analysis is a process of studying and collecting information relating to the operation and the responsibility of specific job”. The job analysis may include these activities: • HR Recruitment • Employee Payroll • Motivating Employees • HR Course • Performance Evaluation Key Points : • reviewing the job responsibilities of current employees, • doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs, • analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position, • researching and sharing with other companies that have similar jobs, and • articulation of the most important outcomes or contributions needed from the position. The more information you can gather, the easier the actual writing of the job description will be. STRUCTURE OF JA JOB ANALYSIS JOB: “Job is a ‘group of tasks to be performed everyday.” Approaches to Understanding Jobs  Workflow analysis  Re-engineering  Job design  Job analysis  Job descriptions and job specifications  Workflow Analysis  A study of the way work (inputs, activities, and outputs) moves through an organization.

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    Module 2 Job Analysis

    Uploaded by

    Raja Gopal
    21 views1 page
    JOB ANALYSIS Definition: A job analysis is the process used to collect information about the duties, 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.  JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization.  Job analysis According to EDWIN B FLIPPO, “Job analysis is a process of studying and collecting information relating to the operation and the responsibility of specific job”. The job analysis may include these activities: • HR Recruitment • Employee Payroll • Motivating Employees • HR Course • Performance Evaluation Key Points : • reviewing the job responsibilities of current employees, • doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs, • analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position, • researching and sharing with other companies that have similar jobs, and • articulation of the most important outcomes or contributions needed from the position. The more information you can gather, the easier the actual writing of the job description will be. STRUCTURE OF JA JOB ANALYSIS JOB: “Job is a ‘group of tasks to be performed everyday.” Approaches to Understanding Jobs  Workflow analysis  Re-engineering  Job design  Job analysis  Job descriptions and job specifications  Workflow Analysis  A study of the way work (inputs, activities, and outputs) moves through an organization.

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    JOB ANALYSIS Definition: A job analysis is the process used to collect information about the duties, 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.  JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization.  Job analysis According to EDWIN B FLIPPO, “Job analysis is a process of studying and collecting information relating to the operation and the responsibility of specific job”. The job analysis may include these activities: • HR Recruitment • Employee Payroll • Motivating Employees • HR Course • Performance Evaluation Key Points : • reviewing the job responsibilities of current employees, • doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs, • analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position, • researching and sharing with other companies that have similar jobs, and • articulation of the most important outcomes or contributions needed from the position. The more information you can gather, the easier the actual writing of the job description will be. STRUCTURE OF JA JOB ANALYSIS JOB: “Job is a ‘group of tasks to be performed everyday.” Approaches to Understanding Jobs  Workflow analysis  Re-engineering  Job design  Job analysis  Job descriptions and job specifications  Workflow Analysis  A study of the way work (inputs, activities, and outputs) moves through an organization.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    Download as docx, pdf, or txt
    21 views1 page

    Module 2 Job Analysis

    Uploaded by

    Raja Gopal
    JOB ANALYSIS Definition: A job analysis is the process used to collect information about the duties, 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.  JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization.  Job analysis According to EDWIN B FLIPPO, “Job analysis is a process of studying and collecting information relating to the operation and the responsibility of specific job”. The job analysis may include these activities: • HR Recruitment • Employee Payroll • Motivating Employees • HR Course • Performance Evaluation Key Points : • reviewing the job responsibilities of current employees, • doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs, • analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position, • researching and sharing with other companies that have similar jobs, and • articulation of the most important outcomes or contributions needed from the position. The more information you can gather, the easier the actual writing of the job description will be. STRUCTURE OF JA JOB ANALYSIS JOB: “Job is a ‘group of tasks to be performed everyday.” Approaches to Understanding Jobs  Workflow analysis  Re-engineering  Job design  Job analysis  Job descriptions and job specifications  Workflow Analysis  A study of the way work (inputs, activities, and outputs) moves through an organization.

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    H1 - HUMAN RESOURCES ACQUISITION AND DEVELOPMENT

    MODULE 2 JOB ANALYSIS


    1. Meaning, Purpose, Process, Methods of Collecting Data.
    2. Job Description Contents,
    3. Writing Job Description,
    4. Job Specification,
    5.

    Job Enrichment.

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