ASSIGNMENT ON WHY PEOPLE D

REPERT PREPARED BY:HOSAIN , TANVIR SEC SUBJECT DEPARTMENT 09-13008-1

TABLE OF CONTENTS

STEP:- 1 STEP:-2 STEP:-2.1 STEP:- 2.2 STEP:- 3 STEP:- 4 STEP:-5

INTORDUCTION DEFINITIONS WE NEED TO KNOW JOB ORIENTATIAONS JOB ANALYSIS OBJECTIVES WHAT IS MY DEMANSD FROM A JOB THE INTERREALTION OF MY JOB WITH JOB ANALYSIS,JOB ORIENTED APPROACH,PERSON ORIENTED APPROACH,PURPOSE OF JOB ANALYSIS

STEP;-5.1 STEP:-5.2 Step:-5.3 STEP:-5.4 STEP :-5.5 STEP :-5.5.1 STEP:-5.5.2

JOB ANALYSIS JOB ORIENTED APPROACH NECESSITY JOB ANALYSIS PERSON ORIENTED APPROACH PURPOSE OF JOB ANALYSIS ADVANTAGES OF JOB ANALYSIS DISADVANTAGES OF JOB ANALYSIS CONCLUDING REMARKS REFERENCES

STEP:-6 STEP:-7

1-INTRODUCTION:-Currently in every organization there are many changes we can see in their behavior. Traditionally the organizations are not behaving anymore. Now they are giving more emphasize on which their productivity increases. Because organizations came to know that on which they are highly dependent. That is why the practicing of organizational behavior is increasing rapidly. In Bangladesh not different form that. Now people just dont work & are money they want some thing more from their organizations. They are now very much conscious about their duties, responsibilities, what how have to how they will each n every single issues are highlighted now a days. Especially in pharmaceuticals sector is a very sensible, sensitive, specified and rapidly growing sector in our country. So pharmacists are very to the point about their targeted designation. So that is why issues like job orientation, job analysis this things should be very clear for the students of pharmacy for their own benefit.

2-DEFINITIONS WE NEED TO KNOW2.1 JOB ORIENTATIONS:- Part of orientation process in which a new employee is introduced to coworkers, and is given information such as working hours, place of work, standards, benefits and facilities, and names of the immediate and other officers. 2.2 JOB ANALYSIS: - A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements and performance development planning within your performance management system. 3-OBJECTIVE:- My objective is to become a successful a Quality Controller (QC) in future. Because in the upcoming time of this new era of business every one every single person is becoming highly concerned about the quality of any product. And we are here related with the most sensitive sector that is pharmacy. As a conscious pharmacist I have identified that scope for me and I want give emphasis on this sector. 4-What Is my demands from a job: Suitable job environment Sufficient salary A certified experience of working

5-THE INTERREALTION OF MY JOB WITH JOB ANALYSIS,JOB ORIENTED APPROACH,PERSON ORIENTED APPROACH,PURPOSE OF JOB ANALYSIS:-

5.1 JOB ANALYSIS: Job analysis is a method for describing jobs and /or the human attributes necessary to perform them. According to Brannick and Levine (2002) there are three elements that comprise a formal job analysis. 1. The procedures must be systematic. That means the analyst specifies procedures in advance and follows it. 2. A job is broken in to smaller units. We describe components of jobs rather than the overall job. 3. The analysis in some written product, either electronic or on paper. There is no one way to do job analysis .many methods provide different types of informations about jobs and human attributes needed for jobs. As noted earlier, job analysis techniques can be used to collect information that is job oriented or person oriented, depending on the purpose of the job analyst. 5.2 JOB ORIENTED APPROACH: The job oriented analysis provides the information about the nature of the tasks done on the job. Some methods describe the task themselves. Other methods provide the informations about the characteristics of tasks. For example-task of Quality Controller (QC) would be take the sample drugs, differentiate the drugs. Then identify that the drugs are quality full of quality less through some examining or testing procedures. Ultimately he/she will find out with the help with all these activities that the drug is qualified or contaminated This describes something that Quality Controller (QC) does.A characteristics of a Quality Controller (QC) would be

Use ranking sheets & pencil to rank the drug and make report. The characteristic is not a specific task but describes common features that cut across tasks. A Quality Controller (QC) performs many tasks involving writings such as completing examine reports and giving certification of the drugs. The purposes of the job analysis determine which type of approach would be most useful. The task descriptions provide a picture of what people do on a job. Characteristics of tasks can be used to compare the nature of the tasks across different kinds of job. A Quality Controller (QC) and teacher share the characteristics of using paper and pencils to do tasks, so there can be some similarities in types of tasks, even through the specific tasks themselves may vary.

Tasks can be divided into a hierarchy in which higher level descriptions are broken into smaller and smaller pieces of the job. For example one of the major tasks performed by

the a Quality Controller (QC)evaluations of the drug while producing.the a Quality Control functions can be further broken down into the specific actions that are involved ,such as-

Selection of the drug from the batches Choose the suitable test procedure for the desired drug Identify the problems Correct the errors Finalize with reinsuring the proper quality of the drug

5.3 NECESSITY OF JOB ANALYSIS: A job analysis is needed to describe what a Quality Controller (QC) does at work.

Brannick and Levine (2002) discuss a hierarchy that contains four levels of specificity 1. Duty 2. Task

3. Activity 4. Element A duty is a component of a job. For a Quality Controller (QC) would be: Ensure the quality of the drug Each duty is accomplished by performing one or more associated tasks. A task is a complete piece of work that accomplishes some particular objectives. One of the tasks involved in ensuring the quality of the drug by testing the quality of the drugs Identify those drugs which fail on the test Each task can be divided into activities, which are the individual parts that make up the task. In this case activities would be include Observe the drugs very carefully

To accomplish the activity a number of very specific actions or elements are involved such as Tester For most jobs there are several duties each duty is associated with several tasks each task is associated with several activities and each activity can be broken down into several elements. A job analysis that goes to the level of job actions procedures a long and detailed report. 5.4 The person oriented approach: A person oriented job analysis provides a description of the attributes characteristics or KASOs necessary for a person to successfully perform a particular job. KSAOs are the employees knowledge, skills, abilities and other characteristics necessary for a job. The first three characteristics focus mainly on job performance itself the other characteristics relate to job adjustments satisfactions as well as performance. Knowledge: is what a persons need to know to do a particular job. For exampleA Quality Controller (QC) should have the knowledge about the precautions, safety, pre requisite steps for doing the quality control properly.

Skill: is what a person is able to do on the job. For example-how shortly that means within short time how you can perform your task more efficiently & more accurately. Minimizing the error and minimizing the cost.

Ability: is a persons aptitude or capability to do job tasks or learn to do job tasks it is persons potential to develop skills. Most skill requires one or more abilities. For example- a Quality Controller (QC) should have the ability to stay in noisy place for a long time; sometimes some researches are done in cold temperature. in that case he/she should have the ability to perform same.

Other personal characteristics: include anything related to the job that is not covered by other three. For example A degree Working experience, Your motivation level, Your sincerity to the work Personality Manner Although they might seem to overlap KSAOs and tasks are very distinct.A task is something a person does. KSAO is an attribute or characteristics of the person require doing a particular task or tasks. Tasks define what is done on a job, whereas KSAOs describe the sort of personal needed.

Many job analysis methods have been developed to both job and person oriented analyses. Some are specific to one of the two major types of analyses. Whereas there can be used for either one or both. The appropriateness of a particular method is determined by its purpose.

5.5 PURPOSE OF JOB ANALYSIS:

As a pharmacist what should be the purpose of job analysis- Pharmacists dispense prescription drugs to patients. They provide
information about those drugs and help patients understand the instructions their doctors or other health practitioners provided. They monitor their patients' health and progress to make sure their medications are working effectively and safely. Besides1. Career development 2. Legal issues 3. Performance appraisal 4. Selection 5. Training 6. Research 5.5.1 Advantages of Job Analysis:Provides First Hand Job-Related Information: The job analysis process provides with valuable job-related data that helps managers and job analyst the duties and responsibilities of a particular job, risks and hazards involved in it, skills and abilities required to perform the job and other related info. Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities. Filling the right person in a right job vacancy is a test of skills, understanding and competencies of HR managers. Job Analysis helps them understand what type of employee will be suitable to deliver a specific job successfully. Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Who to target and how for a specific job opening? Job analysis process gives answers to all these questions and helps managers in creating, establishing and maintaining effective hiring practices.

Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers evaluating the performance of employees by comparing the standard or desired output with delivered or actual output. On these bases, they appraise their performances. The process helps in deciding whom to promote and when. It also guides managers in understanding the skill gaps so that right person can be fit at that particular place in order to get desired output

Helps in Analyzing Training & Development Needs: The process of job analysis gives answer to following questions:

Who to impart training When to impart training What should be the content of training What should be the type of training: behavioral or technical Who will conduct training

Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job analysis helps managers in determining the appropriate compensation package and benefits and allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a job.

5.5.2 Disadvantages of Job Analysis:-

Time Consuming: The biggest disadvantage of Job Analysis process is that it is very time consuming. It is a major limitation especially when jobs change frequently.

Involves Personal Biasness: If the observer or job analyst is an employee of the same organization, the process may involve his or her personal likes and dislikes. This is a major hindrance in collecting genuine and accurate data.

Involves Lots of Human Efforts: The process involves lots of human efforts. As every job carries different information and there is no set pattern, customized information is to be collected for different jobs. The process needs to be conducted separately for collecting and recording job-related data.

Job Analyst May Not Possess Appropriate Skills: If job analyst is not aware of the objective of job analysis process or does not possess appropriate skills to conduct the process, it is a sheer wastage of companys resources. He or she needs to be trained in order to get authentic data.

6-CONCLUDING REMAKS:-In the concluding remark I would like to mention that due to scarcity of time I could not present these issues more elaborately. But I have tried my best to present from my own understanding. But students should have sound knowledge about this type of things. Because if we dont know what we have to do or what we want to do then it will be very tough for us to compete in the competitive market in this era of globalization. I would also like to mention that educational institutions should give more emphasize on this issues and take such type of initiatives that students of pharmacy know from the very beginning that what they want to do and what is their knowledge about the up coming market.

7-REFERENCES: http://www.slideshare.net/pratibhatrivedi/oganizational-culture http://www.managementstudyguide.com/purpose-of-job-analysis.htm BOOK-INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY RESEARCH AND PRACRTISE FOURTH EDITION BY PAUL E.SPECTOR

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