Human Resource Management JOB ANALYSIS PRESENTED BY Prof

Human Resource Management JOB ANALYSIS PRESENTED BY: Prof. P. Bastin Arockia Raj Assist. Prof Dept. of BBA St. Joseph’s College(Autonomous), Trichy.

What is a job? 4 J 0 b ◦ Group of related activities and duties ◦ Made up of tasks 4 Tasks ◦ Basic elements of jobs ◦ “what gets done”

STAGES OF HRM Job Analysis Human Resource Planning Recruitment Selection Placement Induction 4

The JOB ANALYSIS �A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. �Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them DECISION IS MADE TO CHECK THAT: Whether already existing post is valuable or not. To create a Post.

1. Discuss the nature of job analysis, including what it is and how it’s used. 2. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. 3. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice. What to do? ?

JOB ANALYSIS PROCESS

Steps in Job Analysis Process Job descriptions—Task requirements 1. ◦ Statement that explains duties working conditions, etc. of a job Job specifications—Person requirements 2. ◦ ◦ Statement of what a job demands of the incumbent E. g. , knowledge, skills, abilities (KSAs) and other characteristics required to perform job

3. Performance standards ◦ What is expected of workers ◦ JA may provide performance standards for job where performance is readily quantified, measurable, etc. ◦ May need to be augmented – e. g. , participative goal-setting �All of these uses form foundation for various HRM systems

Important Applications of Job Analysis The Job Analysis provides the foundation for almost everything HR is involved in. v. Job Descriptions v. Employee Selection v. Training v. Performance Appraisals v. Job Classification v. Job Evaluation v. Job Design and Redesign

Reasons For Conducting Job Analysis �Training & Development Staffing �Compensation & Benefits �Safety and Health � �Employee and labor relation ship

METHODS Direct observation Interview of existing post holder Interview of immediate supervisor Questionnaires Previous studies Work dairies

Methods of Job Analysis: Observation Information Source Observing and noting the physical activities of employees as they go about their jobs Advantages Provides first-hand information Reduces distortion of information

Questionnaires �Advantages ◦ Quick and efficient way to gather information from large numbers of employees ◦ Quick and economical to use �Disadvantages ◦ Expense and time consumed in preparing and testing the questionnaire. ◦ Becomes less useful where the employees lack verbal skills.

�Information source: Past record of any employee. The analyst keeps the past record of the employees and keeps the previous experiences and issues related to the job analysis process of the organization. Methods of Job Analysis: Previous studies

�Advantages Easy to use this method. Helps to find out that whether it is beneficial or not �Disadvantages Wrong assessment of previous post Bad performance of previous employee Previous studies

�Information Source ◦ Workers keep a chronological diary/ log of what they do and the time spent on each activity. Methods of Job Analysis: Work Diaries

�Advantages ◦ Produces a more complete picture of the job ◦ Employee participation ◦ Maintained on daily basis. �Disadvantages ◦ Distortion of information ◦ Depends upon employees to accurately recall their activities Work Diaries

Methods of Job Analysis: Manager trying the job �This method is used to check the new post. �In this method the manager start a new job to check that whether this job is beneficial or not. �It’s a risky step to take because it may cause many fundamental problems.

Advantages and disadvantages � 1. 2. 3. Advantages: Very fruitful if the manager is an experienced analyst and strategic risk taker. Disadvantages: Very expensive Risky Time consuming

�The person who conducts job analysis is interested in gathering data on what is involved in performing a particular job. �Types of data collected, that may help in analysis are, ( WORK ACTIVITIES, WORK PERFORMANCES, WORK SCHEDULES, PERSONAL REQUIRMENTS).

Human resource experts cannot rely on individual job analysis techniques so normally all the methods are used collectively.