1. HUMAN RESOURCE MANAGEMENT Job Analysis Chapter 3 Md. Zahid Hossain Bhuiyan Lecturer in Management, IIUC-DC Published by Lecturesheet.iiuc28a9.com

4. What is Job Analysis? Job Analysis is the process of getting detailed information about jobs

5. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job.

7. JOB ANALYSIS INFORMATION HIERARCHY Job analysis is nothing but an accurate recording of the activities involved. For these recording we are simply gathering information to specific job attributes. The hierarchy of JA Info are shown beside: Element Task Duty Position Job Job Family Occupation Career

8. 4– Job Analysis begins at the level of the element and attempts to build understanding of the combination of components A Job Element is the smallest unit into which work can be divided

9. Putting tomato on a hamburger is an example of an element in the job of a cook at restaurant Let’s take a look at different elements in a Job Analysis process

10. 4– Let’s talk about Task A task is a distinct work activities carried out for a distinct purpose Example would include typing a letter, preparing a lecture, or unloading a mail truck

11. A Task comes from Developing a Work Unit Activity Analysis Element Activity Output Raw Inputs: What materials, data, and information are needed? Equipments: What special equipment, facilities, and systems are needed? Human Resources: What knowledge, skills, and abilities are needed by those performing the task? What tasks are required in the production of the output? What product, information, or service is provided? How is the output measured?

12. How about Duty? A duty is a number of tasks. Counseling students is a duty of a college instructor

13. Duties can be classified by four different activities Routine Duties Regular Duties Special Duties Innovative Duties Minor tasks that are done daily, but Which make a limited contribution to The objectives of the department Work most directly related to Accomplishing the objectives of The department Meetings, committee work, and Special projects, which may or may not Be directly related to the department Are essentially creative-thinking and Improvement oriented; such as finding Better ways to communicate with emp.

14. I have a Position! A position refers to one or more duties performed by one person in an organization Example: Supervisor

15. Then, what is mean by job? A job is a type of position within the organization A Sales Job could involve many sales positions

16. 4– I’m the Pilot I’m the Co-Pilot We both have a Job to do

17. Let’s talk about Occupation An occupation is a group of similar jobs found across organizations Electrician Accountant Maintenance

18. 4– Why is it important to know the terms? Because, job analysis begins at the level of the element and attempts to build understanding of total organizational functions

27. PURPOSES OF JOB ANALYSIS JOB ANALYSIS RECRUITING SELECTION TRAINING CAREER PLANNING COMPENSATION PERFORMANCE APPRAISAL

29. Observation Method: Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is possible with some jobs, but impossible for many-for example, most managerial jobs.

30. METHODS OF JOB ANALYSIS Individual Interview Method: Using the individual interview method, a team of job incumbents is selected and extensively interviewed. The result of these interviews is combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis in essential.

31. METHODS OF JOB ANALYSIS Group Interview Method: The group interview method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness.

32. METHODS OF JOB ANALYSIS Structured Questionnaire Method: Under the structured questionnaire method, workers are sent a specifically designed questionnaire on which they check or rate items they perform on their job form a long list of possible task items. This technique is excellent for gathering information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follow-up questions or to clarify the information received.

33. METHODS OF JOB ANALYSIS Technical Conference Method: The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the “experts.” Although a good data-gathering method, it often overlooks the incumbent workers’ perceptions about what they do on their job.

34. METHODS OF JOB ANALYSIS Diary Method: The diary method requires job incumbents to record their daily activities. The diary method is the most time consuming of the job analysis methods and may have to extend over long periods of time-all adding to its cost.

35. STAGES IN THE JOB ANALYSIS PROCESS Understand the purpose of the job analysis Determine how to collect job analysis information Review draft with supervisor Develop draft Seek clarification Understand the role of job in the organization Benchmark position

43. Multifaceted Nature of the Job Analysis