Job analysis is the systematic study of the components of jobs to be done. There are different techniques under behavior focused techniques which primarily specify person oriented content of jobs. It is compulsory in categorizing all-inclusive and helpful job description regardless of the position under review. The more information you can gather, the easier it will be for you to write the actual job description. Different people think different and interpret the findings in different ways. If you need more information about the general concept of a job analysis, you can look at our pages on , or for a job description. Such information can be obtained through job analysis.
Also read: The information collected in above step are listed in logical form to develop a job description. Job evaluation is the comparison of current job done and basic standard of the job expected to be done. What exactly do you do? Also read: Job analysis studies about the job. Secondly it gives more descriptive information about the particular job. Finally, job specification is prepared from the job analysis.
A company will need as much data as possible to put together a job description, which is usually the output result of every successful job analysis. Interviews are time consuming and training is needed. Job analysis provides the information for job evaluation which is the basis of the reward and compensation management. It will include the frequency and timing of tasks. Co-counselling may remove the analyst and enable jobholders to discuss work between themselves. Job description is the profile of the job requirement.
Job analysis is basically a name you call a process wherein everyone makes judgments about the data collected on a job. Or, one job has more tasks than any one person could accomplish. It is helpful in providing an overview of the fundamental requirements of any position in the company. Job standard is the minimum standard in terms of quality and quantity of the job to be performed. This may seem to be an easy method of job analysis, but it is the most difficult one.
Direct Observation allows the job analyst to see and in some cases experience the work environment, tools and equipment used, interrelationships with other workers, and complexity of the job. Computerized Job Analysis As computer technology has expanded, researchers have developed computerized job analysis systems. Information collection consists of following steps: Also read: Before identifying the information required for job analysis, analyst should be clear about the purpose of job analysis. Under this method, analysts talk with employees and supervisors or ask them questions regarding job in their presence at work place. It generally includes tracking an employee's duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. The example below is for a sales person who is selling financial service products. Analysts later study the diary of each employee and summarize the required information.
Check list of questions can be used to collect information to make interview more effective. Through inexperience however they may miss items and there is the natural problem of people not establishing and maintaining rapport with each other during an interview. Testimony about jobs personally done is direct testimony and not subject to hearsay rules. One consideration is who is to conduct the job analysis. Also, employees sometimes perceive this approach as creating needless documentation that detracts from the performance of their work. This document may be used, among others, during the recruitment process in order to , , etc. You may discover tasks that another job would more successfully and easily accomplish.
They may see the output but they have no idea what work actions and behaviors go into the employee producing it. This method will help produce reasonable job requirements with input from employees and managers and helps analyze many jobs with limited resources. The employee under this method comes up with different ideas towards their working style, problems faced by them and uncertainties or insecurities faced by them. For certain difficult-to-define jobs, group interviews are probably most appropriate. Job focused techniques thus, give high priority to the tasks or activities to accomplish for the job analysis. So, before executing any method, all advantages and disadvantages should be analyzed because the data collected through this process serves a great deal and helps organizations cope with current market trends, organizational changes, high attrition rate and many other day-to-day problems.
Develops and implements a sales process to include initial contact, follow up, presentation and closing procedures. Organizations therefore are using them for employee recruitment and selection, training and development, motivation and maintenance. This technique first time was developed by department of labor, United States of America. A job analysis is a process of identifying and determining in specifics the particular job duties and requirements, and the relative importance of these said duties for a given job. A third party should be able to understand what its essential components are - in concrete terms. A job analysis will be used in compensation to identify or determine skill levels, compensable job factors, work environment such as hazards, attention, and physical effort , responsibilities such as fiscal or supervisory , and the required level of education which is indirectly related to salary level.
This assists in establishing reward system in organization to make equitable. But open ended questions becomes difficult to administer. These information include personal appearance, good and pleasing manners, emotional stability, aggressiveness or submissiveness, extroversion or introversion, leadership cooperativeness, initiative and drive, skills in dealing with other, sensory qualities of sight, smell, hearing, adaptability, conversational ability etc. Many organizations do not provide job description to employees though they are prepared. The questionnaire is a widely used method of gathering data on jobs.