JOB ANALYSIS & DESIGN

Agenda
An overview of the term Job Analysis .
Purpose and uses of Job Analysis. Its contents. Steps in Job Analysis. Techniques of gathering Job Analysis

Data. Guidelines for conducting job analysis.

What is Job Analysis?

It is a procedure by which pertinent information is obtained about the job. i.e. It is a detailed and systematic study of information relating to operations and responsibilities of a specific job.
Specially ,

What the worker does how he gets it done why he does it ,skill ,education and training required , relationship to other jobs, Physical demands, environmental conditions etc

Purpose and Uses Of Job Analysis

Organization and Manpower Planning

It defines labor needs in concrete terms , clearly divides duties and responsibilities.

Recruitment, Selection

By indicating the specific reqs. Of each job(i.e.; skills and knowledge) it provides a realistic basis for hiring, training, placement, transfer and promotions.

Wage and Salary Administration

Indicating qualifications reqd. and risks and hazards involved, it helps in salary, and wage administration.

The Steps in Job Analysis

Personal Observation

The materials and the equipments used, the working conditions & probable health hazards and an understanding of what work involves. Especially useful in jobs that consist primarily of observable physical ability, like the job of draftsmen, mechanic, spinner or weaver.

Sending Out Questionnaires

Properly drafted questionnaires are sent out to job holders for completion and are returned to supervisors.

 Maintenance Of Log Records

The employee maintains a daily diary of duties he performs, marking the time at which each task is started and finished.
Conducting Personal Interviews

Personal interviews may be held by the analysts with the employees, and answers to relevant questions may be recorded.

USES OF JOB ANALYSIS

Produce job descriptions and specifications Recruitment and Selection

Performance Standards
Training and Development Compensation

Used in training
Help in performance appraisal

Job description
Job title, code number, and department / division Job contents in terms of activities or tasks

performed. Job responsibilities towards effective performance of the job. Working conditions specifying specific hazards/stress. Social environment prevailing at the workplace. Extent of supervision given and received. Relationship with other jobs-vertical, horizontal, and diagonal

Job specifications
Personal characteristics such as education, job experience, age, sex, and extra co-curricular activities. Physical characteristics such as height, weight, chest, vision, hearing, health, voice poise, and hand and foot coordination, (for specific positions only).

Mental characteristics such as general intelligence, memory, judgment, foresight, ability to concentrate, etc.
Social and psychological characteristics such as emotional ability, flexibility, manners, drive, conversational ability, interpersonal ability, attitude, values, creativity etc.

Lead Recruiter - Strategic & Leadership Hiring Pune / Mumbai Capgemini

Summary Experience: 7 - 9 Years Location: Mumbai, Pune Education: UG - Any Graduate - Any Specialization,Graduation Not Required PG - Any PG Course - Any Specialization,Post Graduation Not Required Industry Type: IT-Hardware & Networking Role: Recruitment Exec. Functional Area: HR / Administration, IR Posted Date: 20 Oct

What are we looking at?

Candidates with minimum of 7+ years recruitment experience. Must have experience in corporate and Information Technology sector. Some experience in mid-senior level recruitment. Strong internal / external client facing experience. Excellent communication / coordination skills. Someone with Get Closing attitude

This is a fantastic opportunity to become a part of in-house Executive Search recruitment team. He / She will be a part of challenging environment to close very high level and niche positions all over India in one leading global IT service company.

Job Description
Do you see a BIGGER picture in Recruitment This is your opportunity.

Cap Gemini Mumbai is presently looking out for a Senior Recruiter

profile to manage one of the most complex and challenging recruitment activities Leadership & Strategic Hiring.

We are looking for a person with Go-Getter and someone who

loves to work within challenging, complex environment. If you think you have a passion and guts to deliver it? This is a right opportunity for you.

Job Responsibilities
Coordinating with BU Heads / VPs to understand and document the requirements. Partnering with Internal Sourcing Team in order to identify matching profiles through various sources. First level qualification of candidates for interest in JD and other required details. Coordinating and scheduling the interviews via telephone / VC / face to face. Following up with the panel to manage the candidate feedback and closing the loop with candidates.

Post selection managing the offers and assisting in joining formalities.

Exploring various sourcing channels like networking and internal referrals for senior candidates.

Front Office Assistant

Experience: 0 - 2 Years Location: Hyderabad / Secunderabad Compensation: Best in industry Education: UG - Any Graduate - Any Specialization PG - Post Graduation Not Required Industry Type: Hotels/ Restaurants/Airlines/Travel Role: Front Office/Guest Relations Exec./Mgr Functional Area: Hotels, Restaurants

Desired Candidate Profile & Job Description

Candidate should be a graduate in any discipline.

Excellent Communication skills willing to work shifts. Convincing skills. Job Description Directing patients at reception and clarifying their queries. Providing the information to patients about the admission process. Updating the patients details in the system in a proper way. Providing information to patients about the hospital

Sales Executive

Experience: 1 - 5 Years Location: Delhi/NCR Compensation: Negotiable Education: UG - Any Graduate - Any Specialization PG - Post Graduation Not Required Industry Type: Banking/Financial Services/Broking Role: Sales Exec./Officer Functional Area: Sales, BD

Business Development Executive

Experience: 3 - 5 Years Location: Delhi/NCR Education: UG - Other Graduate - Any Specialization PG - MBA/PGDM - Any Specialization, Advertising/Mass Communication, Finance, Marketing Industry Type: Banking/Financial Services/Broking Role: Business Alliances Mgr Functional Area: Marketing, Advertising, MR, PR

Desired Candidate Profile

Graduate or MBA from a good institute with Strong

Communication & Relationship Building Skills. Ability to Meet Targets and Convert Meetings into Business Job Description To Establish Client Relationships with Corporate and follow up to Source Professional Work .

Should be able to Network at Professional Forums and increase the Visibility of the Company in Professional Circles.

Profile Involves Out Door Travel and making presentations so

very good Communication Essential (English ,Hindi) ,Two Wheeler Essential.

JoB Rotation
Job Rotation is a career development

strategy where an individual temporarily moves laterally into an established or "shadow" position. An employee may complete a series of Job Rotations.

When to Use it
To broaden an individual's knowledge of other

functions and departments in the organization.

To prepare an individual for career advancement. To maximize an individual's exposure to customers

by moving him or her into positions that require customer interaction. been on a job for a long time. To cross-train members of a team

To motivate and challenge an individual who has

How to use it
Link job rotations to the organizational goals and individual learning

needs.

Establish expectations and learning goals with the individual before

the job rotation.

Check with the individual periodically to ensure expectations are

being met.

At the end of the job rotation, meet with the individual to discuss

lessons learned, how these lessons can be applied to the individual's current job.

Also discuss how the individual can educate others about what was learned during the job rotation.

Application Case Tropical Storm Charley

In August 2004, tropical stormCh a rley hit North Carolina and the Optima Air Filter Company. Many employees homes were devastated and the firm found that it had to hire almost 3 completely new crews, one for each of its shifts. The problem was that the Old-timers had known their jobs so well that no one had ever bothered to draw up job descriptions for them. When about 30 new employees began taking their places, there was general confusion about what they should do and how they should do it. The storm quickly became old news to the firms out-of state customers- who wanted filters, not excuses. Phil Mann, the firms President, was at his wits end. He had about 30 new employees, 10 old-timers, and his original factory supervisor, Maybelline. He decided to meet with Linda Lowe, a consultant from the local universities business school. She immediately had the old- timers fill out a job questionnaire that listed all their tasks, duties & responsibilities. Arguments ensued almost at once- Both Phil & Maybelline thought the oldtimers were exaggerating to make themselves look more important, and the old-timers instead that the list faithfully reflected their duties. Meanwhile, the customers clamored for their filters.

 Questions: Should Phil & Linda ignore that old-timers

protests and write up the job descriptions as they see fit? Why? Why not? How would you go about resolving the differences? How you would have conducted job analysis?wht should phil do now?

JoB Enrichment

HRP
what is human resource planning? how do organizations undertake this sort of

exercise?
what specific uses does it have?

 How can output be improved your through

understanding the interrelation between productivity, work organisation and technological development? What does this mean for staff numbers? What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? How are the staff you need to be acquired?