...system investigation is to understand the existing system and, based on that understanding, prepare the requirements for the system. Generally the systems analyst will begin by gathering data, and then analyzing collected data. There is no standard procedure for gathering data because each system is unique. But there are certain techniques that are commonly used: written materials, interviews, questionnaires, observation, and measuring. • Determining systems requirements This is the beginning sub-phase of analysis. Techniques used in requirements determination have evolved over time to be more structured and, as we will see in this section, current methods increasingly rely on the computer for support. We will first study the more traditional requirements determination methods and progress to more current methods for collecting system requirements. • Traditional and Modern methods for determining system requirements Traditional requirements determination methods include interviewing, using questionnaires, observing users in their work environment, and collecting procedures and other written documents. Modern requirements determination methods are led by the Joint Application Design (JAD) technique. Other new methods are based upon group support systems, computer-aided systems engineering (CASE) tools and prototyping. • Radical methods for determining system requirements In some organizations, management is looking for new ways to perform current tasks. These new ways may...
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...of the project. It defines what are the deliverables, requirements and expectations for the project and provides a baseline to exclude unrelated works. The project manager’s job is to ensure all necessary works for the project success are included. And this process is referring to as the project scope management. Project scope management involves six processes, which are planning scope management, collecting requirements, defining scope, creating WBS, validating scope and controlling scope. These six interrelated steps provide an agreement between the stakeholders and project team to clarify expectation and requirements. The six processes also allow the team to understand how and what they should do in order to deliver the project within the deadline and without exceeding limited resources. 1. Planning scope management: This process answers the question “how will the team manage and maintain the scope” and “how to prepare required documents”. The team will review the project description from the project charter and project management plan to develop scope management plan and requirements management plan. The scope management plan defines how to prepare, maintain and control all management documents such as project scope statement, WBS and change requests. This step set the foundation for the scope management, as the team and manager will choose the most efficient way in controlling the process. 2. Collecting requirements: After defining the format of scope management, the...
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...1.0. Job Analysis As like any other organization, Citycell also exist to accomplish its organizational goal and objective. Achievement of organizational goal requires collective efforts (work) of a number of employees rather than individual effort. The point at which work and worker come together is called job-it is the role played by worker. To staff the worker for accomplishing the goal, an organization needs to know a lot of information about the job. These are: * Information about duties and responsibilities of that job * The characteristics of people required to perform that job Information about jobs is obtained through a process called job analysis. Job analysis as a management technique and it was developed around 1900. It became one of the tools by which managers understood and directed organizations. Job analysis is the procedure for determining the duties and skills requirements of the job and the kind of person should be hired for it. This is the process of collecting and analyzing information. An important concept of Job Analysis is that the analysis is conducted of the Job, not on the person. Telecommunication industry is a dynamic industry. To stay in this industry and become competitive, Citycell also conduct job analysis on daily, quarterly and even yearly basis. As they are the only CDMA (Code Division Multiple Access) operator in Bangladesh, based on their sales growth, future focus etc. they frequently do job analysis. 1.1. Sample of a standard...
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...Chapter 5 Review Questions 1. Describe systems analysis and the major activities that occur during this phase of the systems development life cycle. During systems analysis, you determine how the current information system functions and assess what users would like to see in a new system. Requirements determination, requirements structuring, and alternative generation and selection are the three primary systems analysis activities. 2. What are some useful character traits for an analyst involved in requirements determination? Requirements determination is a crucial part of the systems development life cycle; therefore impertinence, impartiality, relaxing constraints, attention to details, and reframing are important characteristics. 3. Describe three traditional techniques for collecting information during analysis. When might one be better than another? Traditional techniques for collecting requirements include interviewing and listening, observing users, and analyzing procedures and other documents. Interviewing and listening involve talking with users individually or as a group to discover their views about the current and target systems; it also involves carefully preparing an interview outline and guide before conducting the interview. Interviews are best done when only a few people are involved, when you need open-ended questions or the questions vary from individual to individual, or when a more personal method is needed. 4. What are the general...
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...COMPETENCY | COMPETENCY LEVEL | ERIK | DIPLOMA | N/A | 2 | 1 | FULVIO | CHEF KITCHEN | N/A | 2 | 1 | ALESSANDRA | DIPLOMA HIGH SCHOOL | N/A | 2 | 1 | LUDOVICO | BUSINESS MANAGEMENT BACHELOR’S DEGREE | N/A | 2 | N/A | 4. JOB DESCRIPTION Description: We need at this stage a Accountant person in our team, who can assist the wedges process and all the account system Job Purpose: Provides financial information to management by researching and analyzing accounting data; preparing reports. Job Duties: * Prepares asset, liability, and capital account entries by compiling and analyzing account information. * Documents financial transactions by entering account information. * Recommends financial actions by analyzing accounting options. * Summarizes current financial status by collecting information; preparing balance sheet, profit and loss statement, and other reports. * Substantiates financial transactions by auditing documents. * Maintains accounting controls by preparing and recommending policies and procedures. * Guides accounting clerical staff by coordinating activities and answering questions. * Reconciles financial discrepancies by collecting and analyzing account information. * Secures financial information by completing data base backups. *...
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... | | | | | | | |Job |4 | | |Analysis | | | |Lecture Outline | | | |Strategic Overview |In Brief: In this chapter, Dessler explains the uses of | | |The Nature of Job Analysis |job analysis information and carefully describes the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally, he discusses the trends of enlarging | | |The Interview |and...
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...main objective of the report is to know about the whole organization including its whole HR activities, its each and every part of HR planning, Job Analysis, Recruitment and Selection process and forecasting. Specific Objective: • To find how this company maintains its HR activities. • To know about the methods how this company collects the information for job analysis and what are the methods it follows for conducting job analysis. • To know what are the major elements of recruitment and selections process and how these processes are conducted. • To know how this company forecasts its employee needs. Scope: This report is about the whole HR activities of Robi Axiata Ltd. The mixture of practical and theoretical portions about the HR strategy, Job analysis, Recruitment and Selection process and demand supply forecasting are discussed here. This report gives a broad idea about the methods and techniques used in HR planning. Moreover how this company improves and cope up with the change of the external environment are also presented. Methodology: Primary Sources: The primary source of collecting data for making this report was taking a face to face interview of an HR official. We took a list of questions and got answers by asking him directly. Secondary Sources: The secondary sources of information collection were different websites, magazines, journals, books and other relevant sources. Both primary and secondary data sources were used...
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...Methods of Collecting Job Analysis Data A variety of methods are used to collect information about jobs. None of them, however, is perfect. In actual practice, therefore, a combination of several methods is used for obtaining job analysis data. These are discussed below. Job performance In this method the job analyst actually performs the job in question. The analyst, thus, receives first hand experience of contextual factors on the job including physical hazards, social demands, emotional pressures and mental requirements. This method is useful for jobs that can be easily learned. It is not suitable for jobs that are hazardous (e.g., fire fighters) or for jobs that require extensive training (e.g., doctors, pharmacists). Personal observation The analyst observes the worker(s) doing the job. The tasks performed, the pace at which activities are done, the working conditions, etc., are observed during a complete work cycle. During observation, certain precautions should be taken The analyst must observe average workers during average conditions. The analyst should observe without getting directly involved in the job. The analyst must make note of the specific job needs and not the behaviors specific to particular workers. The analyst must make sure that he obtains a proper sample for generalization. This method allows for a deep understanding of job duties. It is appropriate for manual, short period job activities. On the negative side, the methods fail to take note of the mental...
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...HUMAN RESOURCE MANAGEMENT INDIVIDUAL ASSIGNMENT JOB ANALYSIS USES AND ITS IMPACT ON EFFECTIVE HUMAN RESOURCE MANAGEMENT AT THE WORKPLACE Table of Contents 1.0 Introduction 3 1.1 Job Analysis 3 1.2 Job Description 4 2.0 Job Analysis Uses 5 2.1 To Gather Information 5 2.2 Recruitment and Selection 5 2.3 To Enhance Communication 5 2.4 To Accommodate Change 6 2.5 Performance Review 6 3.0 Job Analysis Impact 7 References 9 Job Analysis Uses and Its Impact on Effective Human Resource Management at the Workplace 1.0 Introduction Organizations must have a systematic way in determining which employees are the most suitable to accomplish the task of functions given by the employer (Ivancevich & Konopaske, 2013). Most of the Human Resource specialist does not know about the details of the jobs in an organization. In order to provide a good vision to the future employees, knowledge and requirements of the jobs can be collected through a process called job analysis (Rehman, 2009). 1.1 Job Analysis Rehman (2009) defined job analysis as a descriptive process of breaking down a specific job into several components by using different types of tools and techniques to establish job requirements. The information obtained will then be organised and evaluated in order to prepare a job description and job evaluation. The job analysis should include information such as the purpose of the job, the nature of the job, the tasks, the expectation and the position in the...
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...LU 3: JOB ANALYSIS & HUMAN RESOURCE PLANNING The Basics of Job Analysis Job analysis – The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for the job by collecting the following types of information: work activities; human behaviors; machines, tools, equipment, and work aids; performance standards; job context; and human requirements. Job description – A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities – one product of a job analysis. Job specification – A list of a job’s “human requirements”: the requisite education, skills, knowledge, and so on – another product of a job analysis. A. Uses of Job Analysis Information 1. Recruitment and Selection – Job descriptions and job specifications are formed from the information gathered from a job analysis, and help management decide what sort of people to recruit and hire. 2. EEO Compliance – The U.S. Federal Agencies’ Uniform Guidelines on Employee Selection stipulate that job analysis is a crucial step in validating all major personnel activities. 3. Performance Appraisal – Managers use job analysis to determine a job’s specific activities and performance standards. ...
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...training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit of the training. 4.5 It helps to pinpoint where and how relevant information will be collected 4.6 It helps to identify who will be responsible for collecting information analyzing it and reporting its result. 5.0 Conclusion 1.0 Introduction 1.1 Concept of Training and Development. Training and development is the field which is concerned with organizational activity aimed at...
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...from home environment is the norm, but a few office visits during the week is expected. Many loan originators work for financial institutions such as banks, credit unions, and other credit lending companies. I chose this profession as my project because of my interest in mortgage lending and my experience in the financial industry. As a loan originator, mortgage lending is a very skilled job. You have be self-sufficient, people friendly and very creative when conducting business development ideas. You help your clients from start to finish in the loan process and leave lasting impressions that will bring future clientele. My experience in the financial industry will be a great asset because money and math is still part of the lending process. I will be able to advise my clients in making decisions concerning their loan. Also, I was a loan officer for many years and was able to learn the basic tasks and duties of loan processing. As part of my project I will conduct a job requirement matrix and provide the methods, sources and processes used to report my information. A job requirement matrix serves as the basic...
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...think it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it wouldneed to help to coordinate the HR activities in the branches. 3. What specific functions should it carry out? What HR functions would then be carried out by supervisors andother line managers? What role should the Internet play in the new HR organization? There is room for quite abit of variation in the answers to this question. Our suggested organization would include: HR Unit: job analyses,planning labor needs and recruiting, providing advising and training in the selection process, orientation of newemployees, managing wage and salary administration, managing incentives and benefits, providing and managing theperformance appraisal process, organization-wide communications, and providing training & developing services.Supervisors and Other Line Managers: interviewing and selection of job candidates, training new employees,appraising performance, departmental & personal communications, and training & development. Internet and HR: shiftsome activities to specialized online service portals and/or providers. Continuing Case: Carter Cleaning Company 1. Make a list of 5 specific HR problems you think Carter Cleaning will have to grapple with? Potential answers could include the following:1)...
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...Table of Content Page No. Introduction 2 Job Analysis 2 Nature of Job Analysis 2 Components of Job Analysis 4 Uses of Job Analysis 4-5 Steps in Job Analysis 6-7 Methods of collecting information 7-11 o Interview o Questionnaire o Observation o Participant diary/logs o Quantitative Job Analysis Technique Conclusion 11 Introduction A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list of physical requirements of each discrete task of a job, and combining the lists into a job analysis database for determining whether a worker can perform a job. Job Analysis Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position. Nature of Job Analysis: Organisations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities...
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...company. She is eager to learn more about job analysis and wants to get some professional advice about it. As Mary knows that you are an experienced HR practitioner, she has invited you to give her a briefing on the topic. What will you tell Mary about a) the reasons for conducting job analysis and the advantages and disadvantages of the various methods of doing it, b) how, based on job analysis, it is possible to produce job descriptions and personnel specifications and c) the various uses of job analysis in HRM? 250/ para 1. Introduction Job is essential for human. We need to work for live, and live for work. Job not just be the meaning of work, but also refers to the enterprise of the characteristics of the job functions, specifications, requirements, processes, and quality of staff to complete the work, knowledge and skills required to describe the process, is the most basic of human resources development and management of operations. Job analysis is the most important process to different role in enterprise, employer, employee and the candidates themselves. Strictly speaking, job analysis is the method to collect, analysis, conclude and present the information related to job. The purpose of job analysis is to provide information of the particular job, and writing job specification and job description according to these information.（Heneman,H.G.,Ⅲ& Heneman, R.L. 1994）。 To maximum utilize human resource management, job analysis need to be used to drive the various...
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