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To access the quality of the manpower required in the organizations, various attributes have to be taken into account such as qualification, experience, aptitude etc of employees required by the organizations. This calls for Job Analysis. Dale Yoder has suggested Job Analysis as technique for determining Human Resource requirement. Job Job is a collection/ aggregation of tasks, duties, responsibilities, which as a whole is regarded as a regular assignment to individual employee. Job Analysis is a process of determining the tasks involved in the job and personal qualities of the individuals required to perform the job.
Two valuable sources of information generated by Job Analysis are Job Description and Job Specification. These two provide concrete information regarding the job, and clearly charts out the duties and responsibilities of total workforce. Job Description Job Description is a factual written record or statement of the duties, responsibilities and requirements of a particular job itself. In brief, it is a written record of what an employee does, how he/she does it and what are the working conditions. Job Specification Job Specification is a statement on minimal acceptable human qualifications necessary for proper performance on a job.
Job Analysis
Job Description
Job Title Job Location Job Summary Job Duties Working Conditions Social Environment Hazards
Job Specification
Education Experience Training Physical Skills Comm. Skills Emo. Characteristics Special Skills sight, smell etc.
Job Evaluation
Placement
Training
Counselling
Observation
Interviewing
Questionnaires
Self-recording Diary
Technical Conference
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Job Specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.