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Components of Job
Analysis
What is a Job:
A group of essentially similar activities or
tasks performed by a person or group of
persons.
What should be analyzed:
Data collectionInstruments
By a questionnaire response
Information Sources
Interview Formats
Individual employees
Structured (Checklist)
Groups of employees
Unstructured
Supervisors with
knowledge of the job
Advantages
Disadvantages
Distorted information
45
46
Information Source
Questionnaire
Formats
Structured checklists
Open-ended questions
47
Advantages
Disadvantages
Job Questionnaire
1.
2.
3.
Information Source
49
Advantages
Provides first-hand
information
Reduces distortion of
information
Disadvantages
Time consuming
Difficulty in capturing
entire job cycle
Information Source
Workers keep a
chronological diary/ log
of what they do and
the time spent on each
activity
410
Advantages
Produces a more
complete picture of the
job
Employee participation
Disadvantages
Distortion of information
Depends upon
employees to accurately
recall their activities
What is analysis
WHAT
WHERE
WHY
WHEN
WHO
HOW
Job Descriptions
1.
2.
3.
4.
Job Specifications
1.
2.
Job
Summary
Job
Specifications
Working
Conditions
Standards of
Performance
416
Sections of a
Typical Job
Description
Responsibilities
and Duties
Authority of the
Incumbent
Identification
2.
3.
Job Definition
4.
Accountability
5.
Job specifications
6.
Employment standards
Job Identification
Job title
Preparation date
Preparer
Responsibilities and
Duties
Major responsibilities
and duties (essential
functions)
Decision-making
authority
Direct supervision
Budgetary limitations
Job Summary
Major functions/activities
Relationships
Reports to:
Supervises:
Works with:
418
Standards of
Performance and
Working Conditions
What it takes to do
Specifications
for Trained
Versus
Untrained
Personnel
419
Specifications
Based on
Judgment
Specifications
Based on
Statistical
Analysis
420
Skills &
Competenc
y Mapping
Job Analysis
Job Descriptions
Job Specifications
Setting
Performanc
e
Standards
KPA/ KRA
HRP
Recruitme
nt
Selectio
n
Training
& Dev.
Mgt. Dev.
Career
Planning
& Dev.
Performance appraisal
Competencies
423
General competencies
Leadership competencies
Technical competencies
424
Competency-Based Job
Analysis (continued)
425
Compensation Manager
HR/2310
HR Department
Responsible for the design and administration
of employee compensation program.
Duties
-Conduct job analysis
-Prepare JD for current and projected positions.
-Rate salary to the performance of each
employee.
- Develop and administer performance appraisal
programme.
- Develop an integrated HR information
system.
Working Conditions: Normal. Eight hours per day. Five days .
Report To:
Director, Human Resource Department.
2.
3.
4.
i.
Kind of work
ii.
iii.
iv.
Job Specification
JS summarizes the human characteristics needed for the satisfactory
completion of the job . It tries to describe the key qualifications someone
needs to perform the job successfully
For each job description it is desirable to have a job specification:
1.
Essential attributes
2.
3.
JS of a compensation manager
Education:
Experience:
At least 3 years' experience in a similar position in a
manufacturing company.
SKA:
Job
Enlargement
430
Job
Rotation
Job
Enrichment
Flattening the
Organization
431
Reengineering
Business
Processes
432
2
3