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Definition
Job Analysis is a systematic study of job related tasks and duties. The Job; not the person - An important concept of Job Analysis is that the analysis is conducted of the Job, not the person..
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PAQ
While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
Job Analysis
Job Description
Job Specification
Job descriptions
Job descriptions are required for recruitment so that you and the applicants can understand the role. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role. Refine to fewer points, around 8-12 is the ideal.
communicating ( whom, what, how) planning and organizing (of what..) managing information or general administration (of what..) monitoring and reporting (of what..) evaluating and decision-making (of what..) financial budgeting and control (of what..) producing things (what..)
maintaining/repairing things (what..) quality control (of what..) using equipment and systems (what..) health and safety (normally the same point for all job descriptions of a given staff grade)
responsibilities for other staff if applicable, typically: recruiting (of direct-reporting staff) assessing (direct-reporting staff) training (direct-reporting staff) managing (direct-reporting staff)
Steps in writing a JD
Note down in a completely random fashion all of the aspects of the job. Think about: processes, planning, executing, monitoring, reporting, communicating, managing people/resources/activities/money/information/in puts/outputs/communications/time.
Next combine and develop the random collection of ideas into a set of key responsibilities.
Rank them roughly in order of importance. Have someone who knows or has done the job well check your list and amend as appropriate. Double check that everything on the list is genuinely important and achievable. Do not put targets into a job description. Targets are an output over which you need flexible control.
Job design
Job design is the conscious efforts to Organize simplify rearrange tasks, duties and responsibilities. So that work become simpler easier, enjoyable requires less efforts ,lesser errors and mistakes happen and ultimately efficiency of the worker increases.
Job enrichment
Job enrichment Aims to maximize the interests and challenges of work Complete piece of work in the sense that the worker can identify a series of tasks or activities that end in a recognizable and definable product It affords the employee as much variety, decisionmaking responsibility and control as possible in carrying out the work It provide the direct feedback through the work itself on how well the employee is doing his work
Job Enlargement
Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the same level of skill and responsibility. It is done to keep workers from getting bored. It is different than job enrichment Thus the worker who previously only bolted the seat to legs might attach seat covers too.
Job rotation
Means systematically moving workers from one job to another A closer look at some Indian companies shows that job rotation is becoming an increasingly accepted practice. At McDonald's, cross-functional job rotations are encouraged, globally and in India. "It is a win-win situation -- win for the organization, the team and the employee," says Amit Jatia, joint venture partner and managing director, McDonald's, Western
WORK SCHEDULING
Compressed work schedule Flexible working hours Job sharing Work from home.
Finalize job description Approve advertising sources Obtain estimates and approvals Place ads Collect resumes Evaluate effectiveness of advertising efforts Begin review of resumes Interview candidates Refer finalists to Department Head Department Head interviews finalists Check references