Introduction of organization Introduction of Position Introduction of Person (In position) Methodology Interview Questionnaire Literature Review Job Analysis

Recruitment and Selection Person Job Fit

Job Analysis Job Specifications Job Description

Person Job Fit Recruitment and Selection

Annex: Questionnaire for Job Analysis (to the selected person) Questionnaire for Supervisor Questionnaire for Sub-Ordinates Vacancy for the post Job Description/ Specification provided by organization

Person Job Fit

Job Analysis (Literature Review) Getting specific information about task and human related aspects of job is important for any job. Organization has to be equipped with the various information regarding job. Job analysis is systematic way to gather and analyze information about the content of human requirements of jobs and the context in which jobs are performed. The job analysis involves formal study of jobs. Job analysis produces information for two important aspects of job i.e Job specifications and Job description. Job analysis collects information regarding work activities, human behaviors, Machines, tools, equipment, performance standards and human requirements. (Dessler and Verekky,2011) Definition of job analysis by various scholars/organization has been presented hereunder: The Process of defining a job in terms of talks or behaviours and specifying the education, training and responsibilities needed to perform the job successfully Bureau of Intergovernmental Personnel Programs, 1973

Job analysis is a 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 DeCenzo and Robbins, 1993

Job analysis is the process of describing and recording information about job behaviours and activities. Jackson and Schuler, 2000

Information of job analysis is useful in different aspects of human resources. Job Analysis helps in Recruitment and selection, compensation, Training, performance Appraisal, Discovering unassigned duties etc. Recruitment and selection uses information from Job analysis to know about the human characteristics for particular job and duties of the job. Similarly, compensation should be provided based upon skill, educational qualification, safety hazards, degree of responsibility etc. Besides, information from Job analysis should be used to assess the current capacity of employee and standard requirements to provide necessary training. Job Description:

A job description is a foundation stone of many human resource practices ranging from recruitment to training programme. This is a written statement of what the worker actually does, how her or she does it, and what the jobs working conditions are. (Dessler and Verekky,2011) Job description consists of the following elements: The job title, department, section, and other identifying data to distinguish one job from the another job, Basic organization, the person to whom the employee is responsible and people A summary statement of the work performed and the scope and overall purpose of the job, which also helps to add perspective to the individual duties, The individual duties, assignments and tasks which make up the job

In recent days, many managers are seeking job description to include standards of performance. This lists the standards the company expects the employee to achieve each of the job descriptions main duties. Job description should be clear in giving direction to the employee. Sentences like Employee should give their best to bring positive outcomes give room to play for employee.

Job Specifications: Job specification deals with the human traits and experience required to the job effectively. Job specifications lists the knowledge, skills and abilities (KSAs) an individual needs to do the job satisfactorily. Knowledge, skills and abilities includes education, experience, work skill requirements, personal abilities and mental and physical requirements. Important information included in a job specification is listed here under: Attainments: Education, Qualification and experience General intelligence: Intellecutal capability Special aptitudes: Facility with hands, numbers or communication skills Interests: Culture, sport, etc. Disposition: Likeable, reliable and persuasive Special circumstances: Prepared to work in shifts, excessive travel etc. Physique: health, appearance

Questionnaire for the post: 1. Job title, job code, department, superiors title, hours worked etc 2. Jobs overall purpose 3. Supervisory relations 4. Activities that are part of incumbents supervisory duties 5. Type and extent of supervision received by the incumbent 6. Job duties: Daily duties, Periodic duties as well as duties performed at Irregular intervals 7. Duties not presently included in the job description 8. Education 9. Experience 10. Location 11. Machines, tools, equipments, and work aids 12. Work standards 13. Personal attributes required by the job 14. Exceptional problems 15. End results of the job 16. Seriousness of error, who or what is affected by errors