Job analysis

JOB::p>:p>
“Job is a ‘group of tasks to be performed everyday.”:p>:p>
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JOB ANALYSIS:p>:p>

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Definition 1: (Process of Collecting Information):p>:p>
“Job Analysis is a process of studying and collecting information relating to operations and responsibilities of a specific job. The immediate products of this analysis are ‘Job Description’ and ‘Job Specifications’.”:p>:p>
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Definition 2: (Systematic Exploration of Activities):p>:p>
“Job Analysis is a systematic exploration of activities within a job. It is a basic technical procedure that is used to define duties and responsibilities and accountabilities of the job.”:p>:p>
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Definition 3: (Identifying Job Requirements):p>:p>
“Job is a collection of tasks that can be performed by a single employee to contribute to the production of some product or service, provided by the organization. Each job has certain ability requirements (as well as certain rewards) associated with it. Job Analysis is a process used to identify these requirements.”:p>:p>
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MEANING OF JOB ANALYSIS:p>:p>
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Job Analysis is a process of collecting information about a job. The process of job analysis results into two sets of data. :p>:p>
·Job Description :p>:p>
·Job Specification :p>:p>
As a result Job analysis involves the following steps in a logical order. :p>:p>
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Steps of Job Analysis:p>:p>
1.Collecting and recording job information:p>:p>
2.Checking the job information for accuracy :p>:p>
3.Writing job description based on information collected to determine the s****s, knowledge, abilities and activities required:p>:p>
4.Updating and upgrading this information:p>:p>
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PURPOSE OF JOB ANALYSIS: -:p>:p>

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·Human Resource Planning (HRP): - The numbers and types of personnel are determined by the jobs, which need to be staffed. Job related information in the form of Job Analysis serves this purpose or use. :p>:p>
·Recruitment & Selection: - Recruitment precedes job analysis. It helps HR to locate places to obtain employees. It also helps in better continuity and planning in staffing in the organization. Also selecting a good candidate also requires detailed job information. Because the objective of hiring is to match the right candidate for right job:p>:p>
·Training & Development: Training and development programs can be designed depending upon job requirement and analysis. Selection of trainees is also facilitated by job analysis. :p>:p>
·Job Evaluation: Job evaluation means determination of relative worth of each job for the purpose of establishing wage and salary credentials. This is possible with the help of job description and specifications; i.e. Job Analysis. :p>:p>
·Remuneration: Job analysis also helps in determining wage and salary for all jobs. :p>:p>
·Performance Appraisal: Performance appraisal, assessments, rewards, promotions, is facilitated by job analysis by way of fixing standards of job performance. :p>:p>
·Personnel Information: Job analysis is vital for building personnel information systems and processes for improving administrative efficiency and providing decision support. :p>:p>
·Safety & Health: Job Analysis helps to uncover hazardous conditions and unhealthy environmental factors so that corrective measures can be taken to minimize and avoid possibility of human injury. :p>:p>
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PROCESS OF JOB ANALYSIS:p>:p>
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Process 1: Strategic Choices:p>:p>
Process 2: Collecting Information:p>:p>
Process 3: Processing Information:p>:p>
Process 4: Job Description:p>:p>
Process 5: Job Specification:p>:p>
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Strategic Choices: -:p>:p>

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Extent of involvement of employees: Extent of employee involvement is a debatable point. Too much involvement may result in bias in favor of a job in terms of inflating duties and responsibilities. Too less involvement leads to suspicion about the motives behind the job. Besides it may also lead to inaccurate information. Hence extent of involvement depends on the needs of the organization and employee. :p>:p>
Level of details of job analysis: The nature of jobs being analyzed determines the level of details in job analysis. If the purpose were for training programs or assessing the worth of job, levels of details required would be great. If the purpose is just clarification the details required would be less. :p>:p>
Timing and frequency of Job Analysis: When do you do Job Analysis?:p>:p>
·Initial stage, for new organization :p>:p>
·New Job is created:p>:p>
·Changes in Job, Technology and Processes :p>:p>
·Deficiencies and Disparities in Job:p>:p>
·New compensation plan is introduced:p>:p>
·Updating and upgrading is required. :p>:p>
Past-oriented and future-oriented Job Analysis: For rapidly changing organization more future oriented approach would be desired. For traditional organizations past oriented analysis would be required. However more future oriented analysis may be derived based on past data. :p>:p>
Sources of Job Data: For job analysis number of human and non-human sources is available besides jobholder himself. Following can be sources of data available for job analysis. :p>:p>