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    0000002709-HRM Ch. 4

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    mahakagrawal3
    This chapter discusses how to analyze jobs and write job descriptions and specifications. It covers collecting job analysis information through methods like interviews, questionnaires, observation, and participant diaries. This information is then used to develop common sections for job descriptions, including job identification, responsibilities and duties, performance standards, and authority. Job specifications list the human requirements for a job, such as the skills, education, and personality traits required. The chapter also addresses challenges in job analysis and how the information collected is used for recruitment, compensation, and other human resource processes.

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    0000002709-HRM Ch. 4

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    mahakagrawal3
    18 views16 pages
    This chapter discusses how to analyze jobs and write job descriptions and specifications. It covers collecting job analysis information through methods like interviews, questionnaires, observation, and participant diaries. This information is then used to develop common sections for job descriptions, including job identification, responsibilities and duties, performance standards, and authority. Job specifications list the human requirements for a job, such as the skills, education, and personality traits required. The chapter also addresses challenges in job analysis and how the information collected is used for recruitment, compensation, and other human resource processes.

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    0000002709-HRM ch. 4

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    This chapter discusses how to analyze jobs and write job descriptions and specifications. It covers collecting job analysis information through methods like interviews, questionnaires, observation, and participant diaries. This information is then used to develop common sections for job descriptions, including job identification, responsibilities and duties, performance standards, and authority. Job specifications list the human requirements for a job, such as the skills, education, and personality traits required. The chapter also addresses challenges in job analysis and how the information collected is used for recruitment, compensation, and other human resource processes.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    18 views16 pages

    0000002709-HRM Ch. 4

    Uploaded by

    mahakagrawal3
    This chapter discusses how to analyze jobs and write job descriptions and specifications. It covers collecting job analysis information through methods like interviews, questionnaires, observation, and participant diaries. This information is then used to develop common sections for job descriptions, including job identification, responsibilities and duties, performance standards, and authority. Job specifications list the human requirements for a job, such as the skills, education, and personality traits required. The chapter also addresses challenges in job analysis and how the information collected is used for recruitment, compensation, and other human resource processes.

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    HUMAN RESOURCE MANAGEMENT

    CHAPTER 4
    Presented By

    Harish Mudgal 231061
    Honey Nitharwal 231067 Pooja Sharma 231097
    Kanika Jain 231073 Rohit Mohan 231103
    Kritika Bhatia 231079 Radhika Modi 231109
    Mimansha Gupta 231091 Rajeev Sharma 231115
    Main purpose of the chapter :
    How to analyse a job and write job description.
    Index :
    1. Nature of job analysis what it is and how its used
    2. Methods of collecting job analysis information
    3. Write job description
    4. Write job specification
    5. Job analysis in worker- empowered world
    Also known as Work Analysis
    A family of procedures to identify content of job
    And job requirements needed
    Job Description : list of job duties, responsibilities, working
    conditions
    Job Specification : List of jobs human requirements, education
    skills, personality


    Work Activities
    Human Behaviours
    Machines, tools, equipment and work aids
    Performance Standards
    Job Context
    Human requirements
    Recruitment and Selection
    Compensation
    Training
    Performance Appraisal
    Discovering Unassigned Duties
    Legal Compliance

    1. How youll use the information ?
    2. Review relevant background information, organization charts
    and process charts
    3. Select representative positions
    4. Actually analyse the job
    5. Verify information
    6. Develop job description and job specifications

    Job Analysis Guidelines
    a) Joint effort
    b) Collect information from different department
    The Interview
    Questionnaires
    Observation
    Participant Diary/Logs
    Quantitative Techniques
    Internet Based Job Analysis
    Interviewing employees to collect information on jobs duties,
    responsibilities and activities.
    Unstructured Interview : Open questions like Tell me about your
    job ?
    Structured Interview : Specific questions list.

    Challenges :
    Interviewee must fully understand the reason for the interview
    Employees should not view such interviews as efficiency
    evaluations that may affect their pay.
    As they may hesitate to describe their jobs accurately.
    May exaggerate some responsibilities while minimizing others.
    Interview Guidelines:
    To get best information possible, following things should be kept
    in mind:
    Quickly establish rapport with interviewee.
    Follow a structured checklist.
    After completing the interview, review and verify the data.

    Questionnaires
    Employees fill out questionnaire to describe their duties &
    responsibilities.
    Pros:
    Quick and efficient way to obtain information.
    Less costly than interviewing employees.
    Cons:
    Developing the questionnaire and testing it can be time
    consuming.
    Employees may distort their answers.
    Observation
    It is useful when job consists of observable physical activities.
    Eg. Assembly line, clerk accounting.
    Not useful when job entails a lot of mental activity like lawyer,
    design, engineer.
    Participant Diary/Logs
    Ask workers to keep a diary/log of what they do during the
    day.





    Quantitative Job Analysis
    It is used when we need to compare the jobs.
    Position Analysis Questionnaire PAQ tool is used.
    PAQ score is obtained by giving rating in these five activities :
    Decision making, Skilled activities, Physical activity, Operating
    equipments, Processing information.

    Internet Based Job Analysis
    Methods like questionnaire and interviews can be time
    consuming and costly.
    Collecting information from geographically different location
    can be difficult.
    Conducting job analysis via internet is a good solution.

    Common Sections
    Covered

    Job Identification
    Name of the Job
    Recommended Salary
    Grade
    Relationships
    Department/ Division
    Location

    A written statement of
    what the worker actually
    does, how he or she does
    it, and what the jobs
    working conditions are.
    The knowledge, abilities
    and skills required to
    perform the job
    satisfactorily.
    Job SUMMARY
    Essence of the Job
    Major Functions and
    Activities
    Flexible, having scope
    for additional duties not
    explicitly mentioned
    Use the right words,
    Nature of the job should
    be clear
    No ambiguities
    RESPONSIBILITIES &
    DUTIES
    List and describe all
    major duties
    Limits of the
    jobholders authority
    Sources: Job analysis,
    standardized job
    description
    information, external
    websites etc.
    STANDARDS OF PERFORMANCE AND
    WORKING CONDITIONS
    AUTHORITY OF INCUMBENTS
    JOB SPECIFICATIONS
    Trained vs. Untrained Personnel
    Identify human Requirements
    1. Judgment Approach
    a. Educated Guess
    b. Common Sense

    Industriousness Thoroughness Schedule Flexibilty
    Attendance Theft(reverse) Unruliness(reverse)

    2. Statistical Analysis
    a. Analyze
    b. Select personal traits
    c. Test candidates
    d. Measure job performance
    e. Statistically analyze the relation




    Job enlargement
    Job rotation
    Job enrichment
    Reengineering
    Competency-Based Job Analysis
    Measurable, observable and behavioral competencies
    Suitable for high performance work system
    Support the companys aims

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