Professional Documents
Culture Documents
Assignm ent 1
Why is it important to have a good
Introduction
In-depth investigation
Analyze JOB not person
Determine magnitude of duties, responsibilities and
D ef n
i ition
A defined data collection and
structure.
The relationship of the job with other jobs
in the concern.
Kind of qualifications and academic
background required for jobs.
Provision of physical condition to support
the activities of the concern.
organization
Identif c
iation of Job A nalysis P urpose
Process is useless as long as purpose
not identified
Hence, underline its need and
desired output.
Cannot spend money, energy and
put people at work if doesnt know
why data is being collected.
H ow to C onduct the
P rocess
How job analysis process needs to
be conducted
A planned approach required to
investigate about required job
Questionnaire or Observation
method
to job analyst
Prepares documents, questionnaires,
interviews and feedback forms.
D ata C ollection
Gather job-related information
What educational qualification the
and complete.
Give that person a chance to review
and modify description of the job
activities.
Job D escription
Written statement
Describes activities and responsibilities of the job
Useful to publicize for the job and thus attracting a pool of
talent.
Gives recruiting staff an idea of what kind of employee
they should look for
Job title
Job location
To whom you will report or who is going to report to you
Tasks and duties
Working conditions
Machines, tools and equipments used
Risk of the work
Job Specif c
iation
Written statement
Described based on job description
Helps applicants to realize if they are fit and eligible for the
job
Educational qualifications
Specific qualities
Level of experience
Communication skills
General health
Judgment
leadership skills
Abilities
Flexibility
O bservation M ethod
Job analyst observes an employee
Records performed and non-performed task
What are the duties of the employees, and
Interview m ethod
Imperative to interview the job holder.
Maybe would depend on a preliminary
interviewed.
Try to arrange for a neutral venue where you can
discuss at ease and be free from interruptions.
Review your knowledge about the organization unit you
will be working with.
Try to separate, known facts from opinions and
interpretations.
Be careful not to prejudge. You may be mistaken.
Job description you develop must communicate the real
content of the job.
worker
Do not be dominant
Listen to complaints but do not
comment
When you ask a question, do so in an
inquisitive manner and not in a
challenging way. Do not show
approval or disapproval.
When closing the interview ask if
they have anything more to add
Q uestionnaire m ethod
Commonly used method
Ask the employees to fill the questionnaires
Personal bias.
Framing of question should be different for
Purdue University
Contains 195 items called job elements
Elements are worker-oriented.
Classified as worker behaviors
The items are organized into six divisions:
Information input
Mental processes
Work output
Relationships with others
Job context
Other Job characteristics (such as pace and structure)
categories:
Information input-35
Where employees receive information to do job
Written? Emails- research?
2. Mental processes- 14
Do you need to reason, take decision, plan
while working?
3. Work output 49
Physical abilities needed
Tools used while working
Complaints
Discipline
Wage and Salary Administration
Health and Safety
Industrial Relations
management
Communicate with employees
If no proper process- employees will not
cooperate
May think they are not working well
Actions will be taken against them
Hence, management must do their jobs
well
effort
Must win trust of employees
Solve their problems not add to them
futile
personal feelings
Impartial
Sometimes- better to outsource
source?
Use many sources
Combination of methods
Otherwise- data might be inaccurate
If data inaccurate- whole process will
be wasted