Job Analysis
Job Analysis
Job analysis is the first step in designing and implementing a compensation system. The objective in completing a job analysis is to identify the content of the job, the knowledge and skills necessary to perform the job successfully and the conditions under which the job is performed.
Job analysis may be defined as systematic detailed study of jobs, consisting of identifying and examining what is required of the person assigned to the job and the elements and characteristics of the job.
Job analysis is a systematic process for collecting, documenting and analyzing information in order to describe jobs and sometimes the job duties, workers requirements, and the job context or working conditions.
Job analysis is a systematic exposition of the activities within a job. It is scientific method to define the duties, responsibilities, and accountabilities of a job. It involves the identification and description of what is happening on the job and also the skills and qualifications of personnel needed for the job.
Job analysis may also defined as an examination of the jobs in an organization with a view to documenting the knowledge, skills, and abilities ( KSAs) associated with successful performance of those jobs.
Knowledge is the body of information, usually of a factual or procedural nature that allows individual to perform a task successfully.
Skill is the individual’s levels of proficiency or competency in performing a specific task. Level of competency is typically expressed in numerical terms.
Abilities are more general, enduring traits or capabilities an individual possesses at the time when he or she begins to perform task.
Competencies are any knowledge, skills, traits, motive, attitudes, values, or other personal characteristics that is essential to perform the job and that differentiates superior from solid performance.
The analysis often is conducted by interviews, by direct observation, or by the use of questionnaire
Job analysis is the first step in designing and implementing a compensation system. The objective in completing a job analysis is to identify the content of the job, the knowledge and skills necessary to perform the job successfully and the conditions under which the job is performed.
Job analysis may be defined as systematic detailed study of jobs, consisting of identifying and examining what is required of the person assigned to the job and the elements and characteristics of the job.
Job analysis is a systematic process for collecting, documenting and analyzing information in order to describe jobs and sometimes the job duties, workers requirements, and the job context or working conditions.
Job analysis is a systematic exposition of the activities within a job. It is scientific method to define the duties, responsibilities, and accountabilities of a job. It involves the identification and description of what is happening on the job and also the skills and qualifications of personnel needed for the job.
Job analysis may also defined as an examination of the jobs in an organization with a view to documenting the knowledge, skills, and abilities ( KSAs) associated with successful performance of those jobs.
Knowledge is the body of information, usually of a factual or procedural nature that allows individual to perform a task successfully.
Skill is the individual’s levels of proficiency or competency in performing a specific task. Level of competency is typically expressed in numerical terms.
Abilities are more general, enduring traits or capabilities an individual possesses at the time when he or she begins to perform task.
Competencies are any knowledge, skills, traits, motive, attitudes, values, or other personal characteristics that is essential to perform the job and that differentiates superior from solid performance.
The analysis often is conducted by interviews, by direct observation, or by the use of questionnaire