Job analysis job analysis is the process by means of

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Job analysis Job analysis is the process by means of which a description is developed of the present methods and procedures of doing a job, physical conditions in which the job is done, relation of the job to other jobs and other conditions of employment. Job analysis is intended to reveal what is actually done as opposed to what should be done. Therefore, if an employee is found doing some activity not required of that job, it should still form part of the job analysis.
9 The nature of job changes over a period of time, new developments take place. New personnel are employed all this necessitates that jobs are reviewed analyzed to suit the change circumstances. Any job compromises a number of tasks. Some of these require special skills, knowledge, and training. Other task might be easier. In order to describe a job it is necessary first to analyze it. This is done to find out the following things about the job: what different tasks are to be performed whether it is single task or small number of multiple tasks, how the different tasks are to be performed.it means the procedures to perform these task in the best possible way, what qualification (education, training, skills etc.) and personal qualities (good eyesight, good hearing, pleasant voice etc.) should be possessed by the candidate. For what and whom the candidate will be responsible. The purpose of job analysis is not to describe an ideal but to show the management how at the moment the constituent parts of its business are being carried out. Job analysis enables the HR department to compare different jobs. This will provide information about the status of various jobs as well as for job evaluation and training. The information concerning the job can be obtained from the number of sources such as observation of workers, interviews, questionnaire responses, bulletin etc., knowledge of the materials of work and actual performance of work. It has been found that questionnaire is well suited for clerical workers and interviewing is suited for shop-floor workers. Working conditions and hazards are better described when viewed by the analyst. Job descriptions The results of job analysis are set down in job description.it defines a particular job. Writing job descriptions for production workers, clerical people and first line supervisors is a fairly established practice. The two types of job descriptions differ from each other in the following manner: the lower level job descriptions are generally written by HR department, but the managerial job descriptions are written by the incumbent executive himself and/or his superior. The lower level job descriptions are written for wage and salary administration and so Centre directly on tangible duties and day-to-day assignment i.e. the task to be performed.On the other hand, description for higher level jobs are more closely related to organization planning and so
10 naturally are descriptions of intangible relationships, overall responsibilities and line of authority

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Term
Spring
Professor
po
Tags
Human Resource Management, high potential employees

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