Human Resource Management
Submitted to: by: Dr. Ajay P Singh Faculty, TIAS
Submitted Mr. Ashutosh Gupta Enrol no. 01517003909 MBA 2nd Semester.
Table of Content
Abstract Job Analysis Nature of Job Analysis Components of Job Analysis Uses of Job Analysis Steps in Job Analysis Methods of collecting information 13 o o o o o Interview Questionnaire Observation Participant diary/logs Quantitative Job Analysis Technique
3 3 3 5 6-7 8-9 10-
Conclusion Case Study (Tropical storm Charley) 19
o Questionnaire (structured & unstructured questions)
Format Job Description 23 Format Structure Questionnaire 27 Bibliography 28
A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list of physical requirements of each discrete task of a job, and combining the lists into a job analysis database for determining whether a worker can perform a job.
Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position.
Nature of Job Analysis:
Organisations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities of these positions and the characteristics of the people to hire for the positions. Job analysis produces information used for writing, job description (a list of what the job entails) and job specification (what kind of people to hire for the job).
supervisor or HR specialist normally collects one or more of the following types of information via the job analysis: • Work Activities: First, he or she collects information about the job’s actual work activities, such as cleaning, selling, teaching or painting. This list may also include how, why and when the worker performs each activity. Human Behaviour: The specialist may also collect information about human behaviours like sensing, communicating, deciding and writing. Included here would be information regarding job demands such as lifting weights or walking long distances. Machines, tools, equipment & work aids: This category includes information about tools used, materials processed, knowledge dealt with or applied (such as finance or law), & services rendered (such as counselling or repairing). Performance standards: The employer may also want information about the job’s performance standards (in terms of quantity or quality levels for each job duty). Management will use these standards to appraise the employees. Job context: Information included here are about such matters as physical working conditions, work schedule and the organisational and social context – for instance, the number of people with whom the employee would normally interact. Information regarding incentives might also be included here. Human requirements: This includes information regarding the job’s human requirements, such as job-related knowledge or skills (education, training, work
experience) and required personal attributes (aptitudes, physical characteristics, personality, interests).
Components of Job analysis:
Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job analysis can be further categorized into following sub components.
Job position refers to the designation of the job...