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Job analysis

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Job analysis

Publié dans : Recrutement & RH
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Job analysis

  1. 1. PRESENTED BY SIMRAN KAUR
  2. 2.  Job analysis is a procedure by which pertinent information is obtained about a job  It is process of determining, by observation and study, and reporting pertinent information relating to the nature of a specific job  It is a part of overall work planning also known as ‘work design’ which involves analysis, measurement, control, design and redesign of different jobs in the organization  It is a primary tool in personnel management
  3. 3.  Recruitment and selection  Job evaluation  Job designing  Deciding compensation and benefits packages  Performance appraisal  Analyzing training and development needs  Assessing the worth of a job  Organizational productivity
  4. 4.  Job identification  Significant characteristics of job  What the typical worker does  Which materials and equipments a worker uses  How a job is performed  Required personnel attributes  Job relationship
  5. 5. Step 1: Collection of background information Step 2: Selection of representative position to be analysed Step 3: Collection of job analysis data Step 4: Job description Step 5: Developing job specification
  6. 6.  Personal observation  Sending out questionnaires  Maintenance of log records  Personnel interviews  Critical incidents

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