4- Job Analysis Chapter 4 - Chapter (4) Job Analysis The...

Info iconThis preview shows pages 1–4. Sign up to view the full content.

View Full Document Right Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: Chapter (4) Job Analysis The Nature of Job Analysis Job analysis is the procedure of identifying a job's activities, duties, responsibilities and the required characteristics of people needed to carry out the job interms of knowledge, experience and personal attributes; Information produced via job analysis is useful in writing job descriptions and job specifications. Job Description: a written statement indicating all job entailed activities, duties and responsibilities. Job Specification: indicates the type of people to be hired for a job interms of job related knowledge & personal attributes. Job analysis enables the HR analyst to gather different types of information : Work Activities: this includes information about all the job related activities such as teaching, painting or cleaning. It also includes information about when, why and how the employee performs those activities. Human Behaviors: includes information about the actual actions done by the employee while performing his/her job activities, such as, communicating, sensing, reporting or writing. It also includes information about the job's demands such as walking long distances or lifting heavy weights. Machines, tools, equipments and aids: includes information about all used tools to carry out a job, processed materials, knowledge applied or used such as law or finance as well as the rendered services such as counseling or repairing. Performance Standards: employers need information about each job duties and performance standards interms of quality and quantity levels to be used in appraising employees. Job Context: information about working physical conditions, work schedule, organizational & social context and incentive programs. Human Requirements: information about the kind of people required to carry out the job interms of related job knowledge (education, training, experience) and personal attributes (interests, talents, physical characteristics). Uses of Job Analysis Information produced via Job analysis can be useful in several HR related activities: Recruitment and Selection: Job analysis specifies the details of a job related activities and duties as well as the required human behaviors so this helps determining the type of people should be hired. Compensation: compensation is based on the required job skills, knowledge, educational level, responsibilities and safety hazards; the job analysis identifies all jobs' duty and the weight of its activities and so it gives relevant worth to each job by determining its value....
View Full Document

This note was uploaded on 03/23/2012 for the course ECONOMICS eco 403 taught by Professor Talatafza during the Spring '10 term at Aachen University of Applied Sciences.

Page1 / 52

4- Job Analysis Chapter 4 - Chapter (4) Job Analysis The...

This preview shows document pages 1 - 4. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online