Professional Documents
Culture Documents
Chapter
Job Analysis
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Job Tasks
Job Analysis
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Human resource
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personal qualification) 3. Preparation of job description (contents of the job in terms of functions, duties,
responsibilities, operations, etc) 4. Preparation of job specification (written statement of personal attributesin terms
of traits, skills, training and personal experience needed to carry out a job
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5.
6. 7.
Panel of experts
Diary method Questionnaire method
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Job Description
Job title
Job summary
Job activities Working conditions Social environment
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Job Specification
Essential attributes: skills, knowledge and abilities (SKAs) a person
must possess. Desirable attributes: qualifications a person ought to possess. Contra-indicators: attributes that will become a handicap to successful job performance.
Cont.
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Job Specification of Compensation Manager MBA with specialisation in HRM/MA in social work/PG Diploma in HRM MA in industrial psychology. A degree or diploma in Labour Laws is desirable. At least 3 years experience in a similar position in a large manufacturing company. Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations Ability to conduct meetings, to plan and prioritise work. The position may require up to 15 per cent travel. Preferably below 30 years.
Education
Experience
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Role Analysis
First, the objectives of the department and its functions must be
identified.
Second, the role incumbent is asked to state his key performance areas and his understanding of the roles to be played by him.
Third, other role partners (boss, subordinate, peers, etc.) are asked to
state their expectations from the role incumbent.
Finally, the incumbents role is clarified and expressed in black and white
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