Training & Development

Dr S R SATHYANARAYANAN
Training and Development
Unit I
• Job Analysis
• Manpower Planning
• Performance Appraisal
Job Analysis Definition
“Job analysis is the process of studying and collecting information
relating to the operations and responsibilities of a specific job”
Edwin B. Flippo
“Job analysis is the systematic exploration of activities within a job. It is
a basic technical procedure. One that is used to define the duties,
responsibilities and accountabilities of a job.”
Robbins and De Cenzo
Functions of Job Analysis
• 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 assigned and
completed the employee filling the position,
• Researching and sharing with other companies that have similar jobs,
and
• Articulation - important outcomes or contributions needed from the
position.
Key Factors in Job Analysis
• Task Identity
• Variety
• Responsibilities
• Autonomy
• Work Environment
• Recognition and Support
• Outcomes and Performance Measures
Job Analysis - Significance
• Manpower planning
• Recruitment
• Selection
• Placement and orientation
• Training
• Counseling
• Employee safety
• Performance appraisal
Job Analysis Techniques
• Observation Method
• Interview
• Questionnaire
• Critical incident
Observation Method
The Observation method of Job Analysis is suited for jobs in which the
work behaviors are:
1) Observable involving some degree of movement on the part of the
incumbent,
or
2) Job tasks are short in duration allowing for many observations to be
made in a short period of time or a significant part of the job can be
observed in a short period of time,
Advantages of Observation Tech.
• Obtain first hand information
• Better work environment
• Exposure and experience
• Appropriate tools and technology
• Inter relationship – Employee & employer; Employee & Employee
• Reduces the complexity
Disadvantages of Observation Tech.
• Perceived condition
• Time consuming
• Expensive
• Artificial Efficiency
Interview Methods
• Structured Interviews – Predetermined line of investigation
• Un structured interviews – No pre determined line of investigation
Questionnaire
properly designed questionnaire
Critical Incident
“The Critical Incident Technique ( CIT) is a set of procedures used for
collecting direct observations of human behavior that have critical
significance and meet methodically defined criteria”
• Qualitative method
• Behaviour Aspect of work
Quantitatives Methods
The Position Analysis Questionnaire (PAQ) by McCormick, Jeanneret, and Mecham
(1972)

“structured job analysis instrument to measure job characteristics and relate them to
human characteristics. It consists of 195 job elements that represent in a
comprehensive manner the domain of human behavior involved in work activities”
five categories

➢ Information input (where and how the worker gets information),

➢ Mental processes (reasoning and other processes that workers use),
➢ Work output (physical activities and tools used on the job),
➢ Relationships with other persons, and
➢ Job context (the physical and social contexts of work).
Functional Job Analysis (FJA) task-based technique
developed by Sidney Fine andcolleagues in 1944.
In this method, work elements are scored in terms of relatedness to
data (0-6), people (0-8), and things (0-6), with lower scores
representing greater complexity.

Job Description
“pertinent picture of the organizational relationships, responsibilities
and specific duties that constitute a given job or position. It defines a
scope of responsibility and continuing work assignment that are
sufficiently different from that of other jobs to warrant a specific title”
Pigors and Myres
Contents of Job Description
• Job Title
• Job Summary
• Job Duties
• Roles and responsibilities
• Professional skills
Job Specification
“Job specification is also the product of job analysis. Job specifications, also known as
man or employee specifications, is prepared on the basis of job specification”

Basic contents of a job specification

• Personal characteristics - education, job experience, age, sex, and extra cocurricular
activities.
• Physical characteristics - height, weight, chest, vision, hearing, health, voice poise,
and hand and foot coordination
• Mental characteristics - general intelligence, memory, judgment, foresight, ability to
concentrate
• Social and psychological characteristics - emotional ability, flexibility, manners, drive,
conversational ability, interpersonal ability, attitude, values, creativity etc.
Job Design
Job design is the process of putting together various elements to form a
job, bearing in mind organizational and individual worker requirements,
as well as considerations of health, safety, and ergonomics.
• The scientific management approach of Frederick Winslow Taylor
viewed job design as purely mechanistic
Approaches to Job Design
1. Engineering approach,
2. Human approach and
3. The Job characteristic approach