M-1 Job Analysis
M-1 Job Analysis
M-1 Job Analysis
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 determining and recording all
the pertinent information about a specified job
Job analysis is the process of collecting job related
information.
Job
Duties(No of
tasks)
Job Tasks
(Distinct work
activity)
Job
responsibilit
ies
Job
Analys
is
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.
Possible aspects of work related information to be collected
might include
1. Work activities-what worker does; how, why and when
2. Tools and equipments used in performing work activities
3. Context of work environment such as work schedule,
working conditions
4. Requirements of personnel performing the job, KSA
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2.
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Organizational Design
HR Planning
Recruitment and Selection
Placement and Orientation
Training and Development
Performance Appraisal
Career Path Planning
Job Design
Job Evaluation
Lobour Relation
Employee Counselling
Health and Safety.
Succession Planning
Job description
Job specification
Job evaluation
Unstructured interview:
limitations
First, it is time consuming and hence costly.
Second, the value of data is primarily dependent on the
interviewers skills and may be faulty if they put ambiguous
questions to workers.
Last, interviewees may be suspicious about the motives and
may distort the information they provide.
If seen as an opportunity to improve their positions such as to
increase their wages, workers may exaggerate their job duties
to add greater weightage to their positions.
Interview Outcomes
Interviewing is a flexible method for all levels and types of
job. An interview may focus on what a hypothetical job might
involve.
Interviews generate descriptive data and enable job-holders to
interpret their activities.
A good interviewer can probe sensitive areas in more depth.
Structured questionnaires cannot easily do this.
Jobholders can give overviews of their work and offer their
perceptions and feelings about their job and the environment.
Rigid questionnaires tend to be less effective where the more
affective aspects of work are concerned.
Questionnaire method
Task Analysis
Inventory
Another type of analysis
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1.
2.
3.
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Application
Critical incidents:
The critical incident technique (CIT) is a qualitative approach
to job analysis used to obtain specific, behaviorally focused
descriptions of work or other activities. Here the job holders
are asked to describe several incidents based on their past
experience.
It was originally developed to gather information to determine
training needs and develop performance appraisal forms.
The incidents so collected are analyzed and classified
according to the job areas they describe. The job requirements
will become clear once the analyst draws the line between
effective and ineffective behaviors of workers on the job .
Application
Advantages and
disadvantages
Advantages
Disadvantages
The Critical Incident Technique will rely on events being
remembered by users and will also require the accurate and
truthful reporting of them. Since critical incidents often rely on
memory, incidents may be imprecise or may even go
unreported.
The method has a built-in bias towards incidents that
happened recently, since these are easier to recall.
Respondents may not be accustomed to or willing to take the
time to tell (or write) a complete story when describing a
critical incident.
the
Fleishman Job Analysis System asks subject-matter experts,
typically job incumbents, to evaluate a job in terms of the
abilities required to perform the job.
The survey is based on 52 categories of abilities ranging from
written comprehension to deductive reasoning, manual
dexterity, stamina, and originality.
When the survey has been completed in all 52 categories, the
results provide a picture of the ability requirements of a job.
This information is especially important and useful for
employee:
Selection
Training
Career development
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Cognitive
* Perceptual Abilities
* Spatial Abilities
* Idea Generation & Reasoning Abilities
* Quantitative Abilities
* Memory
* Attentiveness
* Verbal Abilities
Psycho-motor
* Control Movement Abilities
* Reaction Time and Speed Abilities
* Fine Manipulative Abilities
Physical
* Endurance
* Flexibility, Balance, and Coordination
* Visual Abilities
* Auditory and Speech Abilities
* Physical Strength Abilities
Sensory
The second step involve a meeting of experts.
The analyst calculates and obtains job
description.
Advantages :
It is straight forward and easy to adopt
It seems to be an viable option for identifying worker
specifications
It is suitable to suggest possible predictors to be used in
selection
Process / Application
Selecting a panel of experts/raters
Developing job element and sub
elements
Rating job elements and sub
elements
Analyzing JEM data
Amplifying sub element definitions
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Application
Repertory grid
The repertory grid is a technique for identifying the ways that
a person construes (interprets/ gives meaning to) his or her
experience.
This structured interview technique provides a structure for
eliciting the attributes which distinguish between more
effective and less effective job incumbents.
The Repertory Grid Method was developed by the American
psychologist George Kelly in the early 1950s as a basis for
understanding how people perceive their environment and how
that perception influences behaviour.