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Human Resources Management Job Analysis

Q. 01: What is job analysis? Ans: The procedure for determining the duties and skill requirements of a job and the kind of person who should he hired for it. Q. 02: What is job description? Ans: A list of jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities - one product of a job analysis. Q. 03: What is job specification? Ans: A lists of jobs human requirements, that is the requisite education, skills, personality and so on another product of job analysis. Q. 04: What are the uses of job analysis? Ans: Job analysis information is the basis for several interrelated HR management activities: Recruitment and Selection Compensation Performance Appraisal Training

Q. 05: What is the nature of job analysis or what type of information can HR specialist get via job analysis? Ans: The supervisor or HR specialist normally collects one or more of the following types of information via the job analysis: Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements.

Q. 06: What is organization chart? Ans: A chart that shows the organization wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates to whom.

Q. 07: What is process chart? Ans: A work flow chart that shows the flow of inputs to and outputs from a particular job. Q. 08: What are the methods of collecting job analysis? Ans: The methods of collecting job analysis are: Interview method Questionnaires method Observation method Participant Diary / Logs method.

Q. 09: What is diary / log method? Ans: Diary listings made by workers of every activity in which they engage along with the time each activity takes. Q. 10: What is position analysis questionnaire (PAQ)? Ans: A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs. Q. 11: What is U.S. Department of labor (DOL) job analysis procedure? Ans: A standardized method by which different jobs can be quantitatively rated, classified, and compared based on data, people, and things scored. Q. 12: What is functional job analysis? Ans: A method for classifying jobs similar to the DOL method, but additionally taking into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks. Q. 13: What is writing job description? Ans: A job description is a written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are. We can use this information to write a job specification; this lists the knowledge, abilities, and skills required to perform the job satisfactory. There is no standard format for writing a job description. However, most descriptions contain sections that cover: Job identification

3 Job summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specifications

Q. 14: What is occupational Classification (SOC)? Ans: Classifies all workers into one of 23 major groups of jobs, which are subdivided into minor groups of jobs and detailed occupations. Q. 15: What is job enlargement? Asn: Assigning workers additional same level activities, thus increasing the number of activities they perform. Q. 16: What is job rotation? Ans: Systematically moving workers from one job to another to enhance work team performance and/or to broaden his or her experience and identify strong and weak points to prepare the person for an enhanced role with the company. Q. 17: What is job enrichment? Ans: Redesigning jobs in a way that increases the opportunities for the worker to experience felling of responsibility, achievement, growth and recognition. Q. 18: What is dejobbing? Ans: Broadening the responsibilities of the companys jobs and encouraging employees not to limit themselves to whats on their job descriptions. Q. 19: What is boundaryless organization? Ans: Organization marked by the widespread use of teams and similar structural mechanisms that reduce and make more permeable the boundaries that typically separate departments. Q. 20: What is reengineering? Ans: The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed.

4 Q. 21: What are competencies? Ans: Demonstrable characteristics of a person that enable performance of a job. Job competencies are always observable and measurable behaviors comprising part of a job. Q. 22: What is competency based job analysis? Ans: Describing a job in terms of the measurable, observable, behavioral competencies an employee must exhibit to do a job well. Q. 23: What is performance management? Ans: Basing your employees training, appraisals, and rewards on fostering and rewarding the skills and competencies he or she needs to achieve his or her goals.