Report on Job Analysis
| REPORT: JOB ANALYSIS | | CIPD DIPLOMA IN HR PRACTICECIPD NO 2317474X3CJA CONTRIBUTING TO THE PROCESS OF JOB ANALYSIS WORD COUNT 1529MARIA DUYA16TH OCTOBER 2012 |
CONTENTS PAGE
Principles and Purpose of Job Analysis 2
Compare and Contrast 3 methods of Job Analysis 2 - 3
Contribute to the Process of Job Analysis 4-6
References 7
Appendix 1 Estates and Facilities Organisation Structure 8
Appendix 2 Business Service Organisation Structure 9
Appendix 3 Department Objectives 10
Appendix 4 Interview Questionnaire 11-17
Appendix 5 Diary Logs 18-23
Appendix 6 Job Profile 24-25
1.1 Principles and Purpose of Job Analysis
The principles of job analysis involves a systematical process of data gathering to successfully determine the knowledge, skills, abilities and personal competencies of a particular job that is being created or updated in order to produce a tangible document known as job description and job specification.
The purpose of implementing a job analysis is to help organisation in producing the right descriptions (a list of what the job entails) and job specifications (what kind of people they need to hire for the job). The outcome of job analysis also provides information to assist organisation in making decisions on other areas of HR activities these are; * Recruitment and Selection * Compensation * Training * Appraisals * Employment Law
1.2/1.3 Compare and Contrast 3 Different Methods of Job Analysis
The practice of job analysis is a process of using the correct job analysis methods there are several techniques available to use to complete an effective job analysis these are;
Questionnaire
Work Sampling
Critical Incident Investigation
Interview
Observation
Diary
The interview, observation and diary methods are discussed in more detail below;
The interview method consists of asking questions to both incumbents and supervisors in either an
CONTENTS PAGE
Principles and Purpose of Job Analysis 2
Compare and Contrast 3 methods of Job Analysis 2 - 3
Contribute to the Process of Job Analysis 4-6
References 7
Appendix 1 Estates and Facilities Organisation Structure 8
Appendix 2 Business Service Organisation Structure 9
Appendix 3 Department Objectives 10
Appendix 4 Interview Questionnaire 11-17
Appendix 5 Diary Logs 18-23
Appendix 6 Job Profile 24-25
1.1 Principles and Purpose of Job Analysis
The principles of job analysis involves a systematical process of data gathering to successfully determine the knowledge, skills, abilities and personal competencies of a particular job that is being created or updated in order to produce a tangible document known as job description and job specification.
The purpose of implementing a job analysis is to help organisation in producing the right descriptions (a list of what the job entails) and job specifications (what kind of people they need to hire for the job). The outcome of job analysis also provides information to assist organisation in making decisions on other areas of HR activities these are; * Recruitment and Selection * Compensation * Training * Appraisals * Employment Law
1.2/1.3 Compare and Contrast 3 Different Methods of Job Analysis
The practice of job analysis is a process of using the correct job analysis methods there are several techniques available to use to complete an effective job analysis these are;
Questionnaire
Work Sampling
Critical Incident Investigation
Interview
Observation
Diary
The interview, observation and diary methods are discussed in more detail below;
The interview method consists of asking questions to both incumbents and supervisors in either an