Job analysis and job design

Topics: Human resource management, Organizational studies and human resource management, Human resources Pages: 7 (1779 words) Published: October 2, 2013

Job Analysis is the process of collecting information about a job. The process of job analysis helps in the preparation of job description and job specification. 1. Job Description
This is the objective setting of the job title, tasks, duties and responsibilities involved in a job. 2. Job specification
This involves listing of employee qualifications, skills and abilities. These specifications are needed to do the job satisfactorily. Job Description
Job Specification
A statement containing items such as:
Job title
Job summary
Machines, tools and equipment
Materials and forms used
Supervision given or received
Working conditions
A statement of human qualification necessary to do the job, usually contains such items: Education
Physical effect
Physical sickness
Common skills
Emotional characteristics
Usually sensing elements such as sight, smell and hearing

Job analysis is the process of studying and collecting information relating to the specifications and responsibilities of a specific job. It is systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of a job. STEPS IN JOB ANALYSIS

1. Collecting and recording job information
2. Checking the job information for accuracy
3. Writing job descriptions based on the information
4. Using the information to determine the skills, abilities and knowledge that are required on a job. 5. Updating the information from time to time.
Human resource planning
Performance appraisal
Recruitment and selection
Training and Development
Health and safety
Employee discipline
Work scheduling
Career planning
Job evaluation
Personal information
Human resource planning determines how many and what type of personnel will be needed in the near future. The number and type of personnel are determined by the jobs which need to be staffed. Job related information is therefore important for Human Resource Planning. RECRUITMENT AND SELECTION

An understanding of the types of the skills needed and type of jobs that may be open in the future. It enables managers to have a better understanding of the types of skills needed and types of job that may be open in the future. It enables managers to have a better continuity and planning in staffing their organizations. Selecting a person qualified to fill a job requires knowing clearly the work to be done and the qualifications needed for someone to perform the work satisfactorily. TRAINING AND DEVELOPMENT

Job analysis helps a Human resource manager  know what a given job demands in terms of knowledge and skills. Training and Development programs can be designed depending on job requirements. Selection of trainees is also facilitated by job analysis. JOB EVALUATION

This involves the determination of relative worth of each job for the purpose of establishing wage  and salary differentials with relative worth of each job is determined mainly by job description and job specification. REMUNERATION

Job evaluation helps to determine wage and salary grades for all jobs. Employees need to be compensated depending on the grades or jobs which they occupy. This involves fringe benefits, bonus and other benefits .ignoring this leads to inequitable compensation. PERFORMANCE APPRAISAL

This involves assessment of actual performance of an employee against what is expected. It is a basis for awarding promotions, effecting transfers or assessing training needs. Job analysis facilitates performance appraisals in as much as it helps fix standards for performance in relation to which actual performance of an employee is compared and assessed. PERSONNEL INFORMATION

Organizations generally maintain computerized personnel information systems. This helps improve...
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