Job Analysis in Human Resource Management
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“ HUMAN RESOURSE MANAGEMENT”
“ HUMAN RESOURSE MANAGEMENT”
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Human Resource
Human Resource
Management
Management
JOB ANALYSIS
JOB ANALYSIS
PRESENTED BY:
Namrata Sharma
Assistant Professor
Department of Management
Christian Eminent College Indore
.
What is a job?
What is a job?
4
J0b
◦
Group of related
activities and duties
◦
Made up of tasks
4
Tasks
◦
Basic elements of jobs
◦
“what gets done”
STEPS OF HRM
STEPS OF HRM
4
JOB ANALYSIS
JOB ANALYSIS
A job analysis is the process used to collect
information about the duties, responsibilities,
necessary skills, outcomes, and work environment
of a particular job.
Process of defining a job in terms of its component
tasks or duties and the knowledge or skills required
to perform them
What to do??
What to do??
1.
Discuss the nature of job analysis, including
what it is and how it’s used.
2.
Use at least three methods of collecting job
analysis information, including interviews,
questionnaires, and observation.
3.
Explain job analysis in a “jobless” world,
including what it means and how it’s done in
practice.
JOB ANALYSIS PROCESS
JOB ANALYSIS PROCESS
Steps in Job Analysis Process
Steps in Job Analysis Process
1.
Job descriptions—Task requirements
◦
Statement that explains duties working conditions,
etc. of a job
2.
Job specifications—Person requirements
◦
Statement of what a job demands of the
incumbent
◦
E.g., knowledge, skills, abilities (KSAs) and other
characteristics required to
perform job
3.
Performance standards
◦
What is expected of workers
◦
JA may provide performance standards for job
where performance is readily quantified,
measurable, etc.
◦
May need to be augmented – e.g., participative
goal-setting
All of these uses form foundation for
various HRM systems
Job Analysis Applications
Job Analysis Applications
The Job Analysis provides the foundation for almost everything HR is involved in.
Job Descriptions
Employee Selection
Training
Performance Appraisals
Job Classification
Job Evaluation
Job Design and Redesign
Why Job Analysis?
Why Job Analysis?
Training & Development
Staffing
Compensation
& Benefits
Safety and Health
Employee and
labor relation ship
Job Analysis Methods
Job Analysis Methods
o
Direct observation
o
Interview of existing post
holder
o
Interview of immediate
supervisor
o
Questionnaires
o
Previous studies
o
Work dairies
Job analysis is a crucial process in HR management that involves collecting information about job duties, responsibilities, required skills, outcomes, and work environment. It helps in defining tasks, skills, and knowledge needed for a job. This process includes methods like questionnaires and observation. Job analysis is essential for effective recruitment, selection, and performance evaluation in organizations.
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Presentation Transcript
CHRISTIAN EMINENT COLLEGE, INDORE (Academy of Management, Professional Education and Research) An Autonomous Institution Accredited with A Grade by NAAC E-Content On HUMAN RESOURSE MANAGEMENT 28th May 2020 Prepared By :Prof. Namrata Sharma Department of Management
Human Resource Management JOB ANALYSIS PRESENTED BY: Namrata Sharma Assistant Professor Department of Management Christian Eminent College Indore .
What is a job? J0b Group of related activities and duties Made up of tasks Tasks Basic elements of jobs what gets done
STEPS OF HRM Job Analysis Human Resource Planning Recruitment Selection Placement Induction 4
JOB ANALYSIS A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them
What to do?? Discuss the nature of job analysis, including what it is and how it s used. Use at least three methods of collecting job analysis information, questionnaires, and observation. Explain job analysis in a jobless world, including what it means and how it s done in practice. 1. 2. including interviews, 3.
Steps in Job Analysis Process Job descriptions Task requirements Statement that explains duties working conditions, etc. of a job 1. Job specifications Person requirements Statement of what a job demands of the incumbent E.g., knowledge, skills, abilities (KSAs) and other characteristics required to perform job 2.
3.Performance standards What is expected of workers JA may provide performance standards for job where performance measurable, etc. May need to be augmented e.g., participative goal-setting All of these uses form foundation for various HRM systems is readily quantified,
Job Analysis Applications The Job Analysis provides the foundation for almost everything HR is involved in. Job Descriptions Employee Selection Training Performance Appraisals Job Classification Job Evaluation Job Design and Redesign
Why Job Analysis? Training & Development Staffing Compensation & Benefits Safety and Health Employee and labor relation ship
Job Analysis Methods oDirect observation o Interview of existing post holder o Interview of immediate supervisor o Questionnaires o Previous studies o Work dairies
