HRM | Job analysis , Job Description ,Job Evaluation ,Job Specification

Job analysis | Job Description | Job Evaluation | Job Specification

Job analysis, Job Description, Job Evaluation, Job Specification

Definition of job Analysis: Job analysis is a technical procedure used to define a job duties , responsibilities, and accountabilities. This analysis involves the identification and description of what is happening on the job, accurately and precisely identifying the required tasks, the knowledge and the skills necessary for performing them, and the conditions under which they must be performed.

It is the process used to collect information duties, responsibilities, necessary skill outcomes and work environment of a particular job.

Job Analysis Methods.

# Observation Methods

# Individual Interview Methods

# Group Interview Methods

# Structured Questionnaire Methods

# Technical Conference Methods

# dairy Methods.

Explanation of Job Analysis Methods.

Observation Methods:- A job analysis technique in which data are gathered by watching employees work. This method requires that the entire range of activities be observable; possible with some jobs, but impossible for many.

Individual Interview Method:- Under this method, a team of incumbents assembles for extensive individual interviews. The results of these interviews are combined into a single job analysis. This method is very time consuming but effective.

Group Interview Method:- This method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness.

Structured Questionnaire Method:- This method gives workers a specifically designed questionnaires on which they check on rate items they perform in their job from a long list of possible task items. This technique is excellent for gathering information about jobs.

Technical Conference Method:- This method uses supervisions with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data gathering method, it offers overlooks the incumbent worker. Perceptions about what they do on their job.

Dairy Method:- This method requires job incumbents to record their daily activities. This is the most time consuming of the job analysis methods because to capture the entire range of work activities, this method may have to continue long period of time- all adding to its cost.

Purpose of job analysis :

Job Analysis Process generates 3 tangible outcomes:

# Job Description

# Job Evaluation

# Job Specification

Job Description:

Definition of Job Description:

A job description is a written statement of What the jobholders does, how it is done, under What conditions, and why. Job description also details the skills and qualifications that on individual applying for the job needs to process. A common format for a job description includes the job title, the duties to be performed. Qualifications in terms of education and work experience to be required, skills nets required to fulfill the job, salary range.

There is no standard format for writing a job description. However, most descriptions contain sections that cover:
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specifications

job description Writing system

Writing Job Descriptions

Sections of a Typical Job Description= Job identification→ Job summary→ Responsibilities and duties→ Authority of the incumbent → Standards of performance →Working conditions →Job specifications

The Job Description

• Job Identification

– Job title

– Preparation date

– Prepare

• Job Summary

– General nature of the job

– Major functions/activities

• Relationships

– Reports to:

– Supervises:

– Works with:

– Outside the company:

• Responsibilities and Duties

– Major responsibilities and duties (essential functions)

– Decision-making authority

– Direct supervision

– Budgetary limitations

• Standards of Performance and Working Conditions

– What it takes to do the job successfully

Job Specification:

Definition of Job Specification:

The job specification states the minimum acceptable qualifications that’s the incumbents must possess to perform the job successfully. Based on information acquired through job analysis, the job specification identifies pertinent knowledge, skills, education, experience, certification and abilities. The job specification, therefore, is an important tool for keeping the selection’s attention on the list of necessary qualifications and assisting in determining whether candidates are essentially qualified.

Job specification comprises----

Statement of individual Qualification necessary to do job

Education

Experience

Training

Initiative

Physical abilities

Psychological abilities

Communication skills

Responsibilities

Sensory demands

# Job Specification: = Qualification, Qualities, Experience, Family Background, Training, Interpersonal skill.

Job Evaluation:

Definition of Job Evaluation:

Job analysis also provides valuable information for making job comparisons. If an organization is to have and equitable compensation program, jobs that have similar demands in terms of skills, knowledge and abilities should be placed in common compensation groups. Job evaluation contributes by specifying the relative value of each job in the organization, which makes it an important part of compensation administration.

# Job evaluation is a systematic and orderly process of determining the worth of a job in relating to other job.