Describe the job analysis process giving the example collecting information for job analysis
Gathering job-related information involves lots of efforts and time. The process may become cumbersome if the main objective of it is not known. Any information can be gathered and recorded but may be hazardous for health and finances of an organization if it is not known what is required and why. Show
Before starting to conduct a job analysis process, it is very necessary to decide what type of content or information is to be collected and why. The purpose of this process may range from uncovering hidden dangers to the organization or creating a right job-person fit, establishing effective hiring practices, analyzing training needs, evaluating a job, analyzing the performance of an employee, setting organizational standards and so on. Each one of these objectives requires different type of information or content. While gathering job-related content, a job analyst or the dedicated person should know the purpose of the action and try to collect data as accurate as possible. Though the data collected is later on divided in to two sets - job description and job specification but the information falls in three different categories during the process of analyzing a specific job - job content, job context and job requirements. What to Collect ?
Fig 1.1 Categorization of Job Analysis Information The content depends upon the type of job in a particular division or department. For example, job content of a factory-line worker would be entirely different from that of a marketing executive or HR personnel. Well like job content, data collected under this category are also subject to change according to the type of job in a specific division or department. For different jobs, the parameters would be different. They depend upon the type of job, designation, compensation grade and responsibilities and risks involved in a job. ❮❮ Previous Next ❯❯ Related Articles
View All Articles Authorship/Referencing - About the Author(s)The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url. Job Analysis Job EvaluationMeaningJob Analysis is a careful study of each and every aspect of a particular jobJob Evaluation is an attempt of assessing the relative utility of a particular job in an organization.ObjectiveTo develop the present methods and techniques of doing a job.To determine a fair wage of a job.AdvantageRecruitment & Selection, Performance Appraisal, Compensation etc.Helps in removing inequalities in the wage system, making a comparative analysis of each job etc.TechniquesQuestionnaire, Checklist, Interview, Surveys etc.Non Analytical system and Analytical system.What is job analysis discuss the process of job analysis with example?Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for their goal. It provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training.
What is job analysis explain the process of analysis?Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources.
What are three 3 methods of collecting job analysis information?The job analysis method
The three most commonly used methods are the Critical Incident Technique, Task Inventory, and Functional Job Analysis. Depending on the method, the data collection will differ.
What are the steps in job analysis process?STEP 1: COLLECT INFORMATION ABOUT THE JOB. A good place to start is by reviewing materials that describe the work performed on the job. ... . STEP 2: LIST THE TASKS. ... . STEP 3: IDENTIFY THE CRITICAL TASKS. ... . STEP 4: IDENTIFY THE CRITICAL COMPETENCIES.. |