Job Analysis in Human Resource Management
Human Resource Management
JOB ANALYSIS
Dr Sunil Kant Mishra
Associate Professor-Commerce
sunilkantalld@gmail.com
Man Power Planning
•
Quantitative
Requirements
No. of people
required to undertake work
•
Qualitative
Requirements
Kind of skills/ qualities
required to do work.
Detailed knowledge of the nature and
requirements of JOBs to be filled is essential
for determining the kind of personnel
required.
Such Knowledge can be obtained through the
process of Job Analysis.
Organisation’s Primary Functions
WORK can be classified in three
categories—
Data
People
Things
DATA related works
-Synthesizing
-Co-ordinating
-Analyzing
-Compiling
-Computing
-Copying
-Comparing
People related works
•
Monitoring
•
Negotiating
•
Instructing
•
Supervising
•
Persuading
•
Speaking
•
Signaling
•
Directing
•
Serving and tasking instructions
Things related works
•
Setting up
•
Precision working
•
Operating
•
Controlling
•
Driving
•
Manipulating
•
Feeding off
•
Handling
•
Greasing
•
Oiling
JOB, POSITION, TASK, DUTY, OCCUPATION
•
Job
as a group of positions involving
substantially the same duties, skill,
knowledge and responsibility.
•
When the total work to be done is divided
and grouped into packages, it is called a
‘JOB’
.
•
Each JOB has a title/ code
•
It is impersonal.
•
JOB is a group of
positions
. A Job includes
many positions.
Position
•
Position
– It is ‘collection of tasks and
responsibilities regularly assigned to one
person (an individual).
•
Position is a particular set of duties assigned
to an individual.
‘JOB
is
IMPERSONAL
while
POSITION
is
PERSONAL’
Task:
It is a special work action which is
undertaken with a view to complete specific
objectives.
Duty:
It is aggregate of several grouped tasks.
Occupation:
it is related to positions having
similar nature of works and group of tasks.
e.g. Accounting, Typing, Storage
What is JOB Analysis
•
Job Analysis
is a detailed and systematic
study of jobs to know the nature and
characteristics of the people to be
employed on various jobs.
•
Collection or aggregating of tasks, duties,
responsibilities which as whole is
regarded as a regular assignment to
individual employees.
•
Dale Yoder-
Job Analysis is the procedure by
which the facts to each job are systematically
discovered and noted.
•
E. Flippo -
Job Analysis is the process of
studying and collecting information relating
to the operations and responsibilities of a
specific job.
Content Of Job Analysis
•
Job identification
•
Significant characteristic of a Job
•
What the typical worker does?
•
Which materials and equipments a worker
use?
•
How a job is performed?
•
What personnel attributes are required?
Process of Job Analysis
An organisation is required to make atleast
five choices:
1.
Extent of employees involvement in JA
2.
Level of details of JA
3.
Timing and frequency of analysis
4.
Past oriented versus future oriented JA
5.
Source of Job Data
Process of Job Analysis
•
Selecting Job for analysis
•
Collecting of relevant information
•
Processing of information
•
Preparation of Job Description
•
Preparation of Job Specification
•
Presentation and Approval
Purpose of JA
Job Analysis and Job Specification are useful for:
•
HRP
•
Recruitment and Selection
•
Training and Development
•
Job Evaluation
•
Remuneration
•
Performance Appraisal
•
Personal Information
•
Safety and Health
Methods of Collecting Job Data
•
Observation
•
Interview
s
•
Record method
•
Critical incidants
•
Checklist
•
Questionnaire
•
Diary
•
Technical Conference
Job analysis is crucial in HR management to determine the quantitative and qualitative requirements for different positions within an organization. It involves analyzing the nature and requirements of jobs to identify the necessary personnel skills and qualities. The process helps in effective manpower planning by classifying work into data, people, and things-related functions, and understanding job, position, task, duty, and occupation distinctions.
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Presentation Transcript
Human Resource Management JOB ANALYSIS Dr Sunil Kant Mishra Associate Professor-Commerce sunilkantalld@gmail.com
Man Power Planning Quantitative Requirements No. of people required to undertake work Qualitative Requirements Kind of skills/ qualities required to do work. Detailed knowledge of the nature and requirements of JOBs to be filled is essential for determining the kind of personnel required. Such Knowledge can be obtained through the process of Job Analysis.
Organisations Primary Functions WORK can be classified in three categories Data People Things
DATA related works -Synthesizing -Co-ordinating -Analyzing -Compiling -Computing -Copying -Comparing
People related works Monitoring Negotiating Instructing Supervising Persuading Speaking Signaling Directing Serving and tasking instructions
Things related works Setting up Precision working Operating Controlling Driving Manipulating Feeding off Handling Greasing Oiling
JOB, POSITION, TASK, DUTY, OCCUPATION Job as a group of positions involving substantially the knowledge and responsibility. When the total work to be done is divided and grouped into packages, it is called a JOB . Each JOB has a title/ code It is impersonal. JOB is a group of positions. A Job includes many positions. same duties, skill,
Position Position It is collection of tasks and responsibilities regularly assigned to one person (an individual). Position is a particular set of duties assigned to an individual. JOB is IMPERSONAL while POSITION is PERSONAL
Task: undertaken with a view to complete specific objectives. It is a special work action which is Duty: It is aggregate of several grouped tasks. Occupation: it is related to positions having similar nature of works and group of tasks. e.g. Accounting, Typing, Storage
What is JOB Analysis Job Analysis is a detailed and systematic study of jobs to know the nature and characteristics of the people to be employed on various jobs. Collection or aggregating of tasks, duties, responsibilities which as whole regarded as a regular assignment to individual employees. is
Dale Yoder- Job Analysis is the procedure by which the facts to each job are systematically discovered and noted. E. Flippo - Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job.
Content Of Job Analysis Job identification Significant characteristic of a Job What the typical worker does? Which materials and equipments a worker use? How a job is performed? What personnel attributes are required?
Process of Job Analysis An organisation is required to make atleast five choices: 1. Extent of employees involvement in JA 2. Level of details of JA 3. Timing and frequency of analysis 4. Past oriented versus future oriented JA 5. Source of Job Data
Process of Job Analysis Selecting Job for analysis Collecting of relevant information Processing of information Preparation of Job Description Preparation of Job Specification Presentation and Approval
Purpose of JA Job Analysis and Job Specification are useful for: HRP Recruitment and Selection Training and Development Job Evaluation Remuneration Performance Appraisal Personal Information Safety and Health
Methods of Collecting Job Data Observation Interviews Record method Critical incidants Checklist Questionnaire Diary Technical Conference
