Mba with specialization in hrm 32 steps in job

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→ MBA with specialization in HRM. 3.2. Steps in Job Analysis There are six steps in doing job analysis. These are the followings: Step1. Decide the use of job analysis information: It is true that the information generated by job analysis can be utilized for practically all functions of HRA. Nevertheless, it is important to focus on a few areas in which the job analysis information is to be used. These areas can be decided on the bases of the need, priorities, and constraints of particular organization. Step2. Review relevant background information: such as organization chart, and process flow chart. Step3. Select representative positions. Step4. Carefully analyze the job: by collecting data on job activities, required employees behavior, working conditions, and human traits and abilities needed to perform the job. Step5. Verify the job analysis information: this can be done with the worker performing the job and with his or her immediate supervisor. This review can also help gain the employee’s acceptance of the job analysis data and conclusions, by giving the person chance to review and modify your description of the job activities. Step6. Develop a job description and job specification. 3.3. Methods of collecting Job analysis Information Interviews, questionnaires, observations, and maintenance of records are the most popular methods for gathering job analysis data.
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A. Interview The job analyst’s interview is used for obtaining information about the job. This method coupled with observation is considered as the most satisfactory method of job analysis. Pros 1 It’s a relatively simple and quick way of collecting information, including information that might never appear on a written form. 2 Skilled interviewers can reveal important activities that occur only occasionally, informal contacts that wouldn’t be known from the organization chart. 3 The interviewer also provides an opportunity to explain the need for functions of the job analysis. And the employee can vent frustrations that might otherwise go unnoticed by management. Cons 1 It can be extremely time-consuming because of the time required to schedule, get into, and actually conduct the interview. 2 Distortion in information whether due to outright falsification or honest misunderstanding. Job analysis is often a prelude to chagrining a job’s pay rate. Employees therefore may legitimately view the interview as an efficiency evaluation that may affect their pay. They may tend to exaggerate certain responsibilities while minimizing others. B. Observation Direct observation is especially useful when jobs consist mainly of observable physical activities like assembly worker and accounting clerk. On the other hand, observation is usually not appropriate when the job entails a lot of mental activities (lawyer, design engineer). By personal observation, the analysts can come to know about facts relating to jobs though materials, equipments, working condition etc.
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