Job Discription

Topics: Job description, Job analysis, Human resource management Pages: 6 (1192 words) Published: February 2, 2013
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To do job designing for a particular position in an organization of a student’s choice covering job description and specification.

Job Analysis

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job.

An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

Job analysis concentrates on what job holders are expected to do. It provides the basis for a job description, which in turn influences decisions taken on recruitment, training, performance appraisal and reward systems.

Job design

Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organizing tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised.

Process of job analysis
Step 1: Identify purpose of job analysis
I should identify purpose of job analysis because that will determine what job analysis method, what data will be collected…. Step 2: Selecting the analysts
I can choose analyst from professional human resource, line mangers, incumbents or consultants.

Step 3: Selecting the appropriate method
• Select representative positions to analyze because there may be too many similar jobs to analyze,and it may not be necessary to analyze them all. • Review background information such as organization charts, process charts, and job descriptions … of positions selected . • Then identify methods of job analysis. There are many methods in job analysis, I should pay attention to advantages and disadvantages of each method in order to choose suitable one. • Identify sample size of position.

Step 4: Train the analysts
If I intend to use internal analysts I have to teach them how to use the selected methods. Step 5: Preparation of job analysis
• Communicate the project in the organization.
• Preparing the documentation, for example: interview questions, questionnaires. Step 6: Collecting data
• Collecting data on job activities, employee behaviors, working conditions, and human traits and abilities needed to perform the job… • Using...
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