job analysis by M.ALIM SOOMRO
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Transcript of job analysis by M.ALIM SOOMRO
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Job Analysis
“Job Analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”.
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Work activities.
Human behaviors.
Machines, Tools, Equipment, & Work aids.
Performance standards.
Job context.
Human requirements.
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*Job-related knowledge and skills
*Education
*Training
*Work experience
*Personal attributes
*Aptitudes
*Physical characteristics
*Personality
*Interests
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Develop a job description and job specification
Verify the job analysis information
Actually analyze the job
Select representative positions
Review relevant information
Decide how you will use the information
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*Job
Analysis
Job Descriptions
Job Specifications
The process of
getting detailed
information
about jobs.
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JOB DESCRIPTION
• Job Identification
• Job summary
• Job duties and responsibilities
•Working conditions
•Machines tools and equipment's
•Social environment
•Supervision
•Related to other job.
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•Qualifications
• Experience
•Physical characteristics
•Psychological characteristics
•Social characteristics
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ObservationDiary
Job AnalysisMethods
Interview• Individual• Group
QuestionnaireTechnical
Conference
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1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical examination
5.Facilitates scientific selection placement and orientation
6.Facilitates scientific promotions and transfers
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The process of defining how work will be performed and what tasks will be required in a given job.
Factors affecting job designing Organizational factors Environmental factors Behavioral factors
OBJECTIVES OF THE ORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability
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The process of determining how much a job should
be paid, balancing two goals
Internal Equity
External Competitiveness
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• Ranking or job comparison
• Grading or job classification
Non-quantitative
• Point rating
• Factor comparisonQuantitative
*Job Ranking
The importance of order of job is judged in terms of duties, responsibilities and demands on the job holder.
For example,
* System of job evaluation by which jobs are classified and
grouped according to a series of predetermined wage
grades.
For example,
Class I
Executives
Office Manager, Deputy office
manager, Departmental
supervisor.
Class II
Skilled workers
Purchasing assistant, Cashier,
Receipts clerk.
Class III
Semiskilled workers
Machine-operators,
Switchboard operator.
Class IV
Semiskilled workers
File clerks, Office boys.