Professional Documents
Culture Documents
Duty
•Several tasks which are related by some sequence
of events.
•e.g. pick up, sort out & deliver incoming mail.
Position
by one person.
•E.g. P.A to principal receives visitors,takes
dictation,operates computer answer
queries,attends to complaints & help students.
Job
•Group of positions similar in their significant
duties such as technical assistants,computer
programmers,managers etc.
code
summary of a job & its content.
• Grouping of jobs on some basis such as
Job nature of work done or level of pay.
classification • e.g. skilled,semiskilled,unskilled;
grade I,II,III officers
1. Information Input: Where and how does the employee get the information he/she
uses in performing his/her job.
Examples:
Use of written materials.
Near-visual differentiation.
2. Mental Processes: What reasoning, decision making, planning and information-
processing activities are involved in performing the job?
Examples:
Levels of reasoning in problem solving.
Coding/decoding
3. Physical activities: What physical activities does the employee perform and what
tools or devices does he/she use?
Examples:
Use of Keyboard devices.
Assembling/disassembling.
Employee activities in PAQ
4. Relationships with other people: What relationships with other people are
required in performing the job?
Examples:
Instructing.
Contacts with public, customers.
5. Job context: In what physical and social context is the work performed?
Examples:
High temperature.
Interpersonal conflict situations.
6. Other Job characteristics: What activities, conditions, or characteristics other
than those described above are relevant to the job?
Examples:
Specified work pace.
Amount of job structure.
Standardized questionnaires are frequently
distributed, with instructions, via the
Internet or Intranet. The danger is that
important points may be missed or
misunderstood, clouding results.
Written statement of what the job holder
does, how it is done under what conditions it
is done , why it is done.
Job content
Environment & conditions of employment
Descriptive
Defines purpose & scope of job
Job title
Job summary
Job activities
Working conditions
Social environment
Job Identification Responsibilities and
Job title Duties
Major responsibilities and
Preparation date
duties (essential
Preparer functions)
Job Summary Decision-making
authority
General nature of the job
Direct supervision
Major functions/activities
Budgetary limitations
Relationships Standards of
Reports to: Performance
Supervises: What it takes to do the
Works with: job successfully
Outside the company: • Working Conditions
Relate salary to the performance of each employee.
Conduct periodic salary surveys.
Develop and administer performance appraisal
programme.
Develop and oversee bonus and other employee
benefit plans.
Develop an integrated HR information system.
Working conditions Normal. Eight hours per day. Five days a week.
Report to Director, Human Resource Department.
Summarises the human characteristics
needed for satisfactory job completion.
Key qualifications
SKAs,experience
Essential attributes: SKAs
Desirable attributes: qualifications
Copntra-indicators: hindrance attributes
Useful in selection
PhysicalSpecification
Mental Specification
Emotional and social Specification
Behavioural Specification
Personal Specification
Specimen of job specification