Name: Manisha Bhavsar Paper No.

Paper III

Reg. no: 63/20301 Response sheet no: 1

Q. 1

Explain job analysis, job description and job specification. Explain the steps involved in job analysis. Job analysis A job is defined as a collection of tasks, duties, and responsibilities, that as a whole is regarded as the reasonable assignment to an individual employee. Job analysis is a procedure by which the facts with respect to each job are systematically discovered as noted. Job analysis is called job study studying the job with utmost care to investigate into the task, procedures, responsibilities and personnel requirements. Job descriptions
Information provided by the job analysis process is written in the form of job descriptions which are systematic summaries of information gained from notes taken and recorded in the job analysis process. (these describe the job performed, the responsibility involved, the skill or training required, conditions under which the job is done, relationships with other jobs and personal requirement of the job.) Job description can form the basis for wages and salary structure. Job description studies also facilitate work simplification. It forms basis for time study and method study. Job specification Job specification translates the job description, in terms of human qualifications which are required fro the effective performance of a job. If is a predetermined profile of the job/role folder and designates the qualities required fro an acceptable performance. It is a written record of the requirements sought in an individual worker of a group. This serves as a basis for job evaluation. Job specifications are developed with the cooperation of personnel department. These specifications relate to physical characteristics, psychological characteristics, personal characteristics, responsibilities and other features of demographic nature. The basic job analysis seeks to provide information from: 1. Job identification: its title and the code no. of the job in the directory of occupational titles.

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Distinctive characteristics of the job (location etc.) Typical work foes (complexity of the task etc.) The material and equipment the worker uses (metals, plastics) How the job is performed (handing, feeding, drilling etc.) Required personal attributes (experience, training etc) Job relationships (experience required, opportunities for advancement)

Job analysis is an essential foundation fro staffing, job description and job specifications, however it can be used for several other purposes as given below. 1. 2. 3. 4. 5. 6. 7. 8. 9. Q. 2 A. 2 Determining qualifications required of job holders Providing guidance in recruitment and selection Evaluating requirements for training programmes Establishing requirement for training programmes Setting wage and salary levels Judging the merits and grievances that question assignments and compensations Establishing responsibility, accountability and authority Providing essential guides in the establishment of production standards Providing clues fro work simplification and methods improvement.

Explain the role of HRD in career planning and development Career planning 1. In order to increase productivity, reduce frictions with employees and labour turnover, ever organization should adopt career planning and development on a continuous basis. 2. This will contribute in a positive way to achieve organizational goals through integration of individual goals 3. The also enables employees to identify career goals and the paths to those goals. Through developmental activities employees seek ways to improve themselves and to further their goals. Role of HRD in career planning The hrd can help the employees to identify career opportunities and cconvince tehm the possibilities of their growth within the organization, which can be done through career education, information and counseling. 1. Career progress education HRD makes the employees aware of the opportunities of career planning through speeches, memoranda and position papers from top executives. Besides workshops and seminars these techniques help employees to set career goals, identify career paths and uncover specific career development activities. 2. Career counseling

In order to help the employees establish their career goals and find appropriate career paths companies offer career counseling. The career counselor listens to the employees interests and provides the specific job related information. He may also help employees to uncover their interest y administering and interpreting aptitude and skill tests. 3. Career development The implications of career plans require career development which involves personnel improvements one undertakes to achieve a career plan. These actions are taken by the employee or the organization. Individual career development 1. Job performance The most important action an individual can undertake is existing superior job performance. This presupposes that a good performance will be rewarded. 2. Exposure Exposure means getting exposed and becoming known to higher ups, who decide the employees future. Without exposure good performance and career goals cannot be achieved. It comes through performance, written reports, oral presentation, committee work, number of hours they work and also through additional responsibilities they undertake. 3. Resignations - When an individual finds greater career opportunities, elsewhere a resignation may be meet ones career goals. Some employees change employers as part of a conscious career strategy. Resignation in order to further ones career with another employer has been called leveraging. 4. Organizational loyalty Being loyal to an organization complements the hrd objectives of reducing employee turnover. To pay this loyalty employers also pay. 5. Mentors and sponsors Employees seek advice from their superiors to come up in the organizational ladder who offer informal career advice becoming a mentor. The employee who seeks advice is called a sponsor. 6. Key subordinators Successful managers rely on subordinates who aid the managers performance by giving sound advice to the managers as they possess specialized skill or knowledge. 7. Growth opportunities Employees expand their abilities to meet organizational objectives. 8. International experiences For employees seeking senior positions international experience becomes an important growth opportunity. 9. Human resource supported career development Without coaching from the HRD employees may take actions that are not in the best interest f the company or the employer or both. Thus some common development programs are organized to assist employees follow chosen career paths.