...Staffing – Job Description/Job Analysis 1. A job description outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of job performance. Using job descriptions is part of good management and it will help an organization better understand the experience and skill base needed to enhance the success of the company. Job descriptions assist in the hiring, evaluation and potentially terminating of employees. Many times there can be a misunderstanding of what a position entails an in-depth, well-prepared job description can help both sides share a common understanding. 2. Announce plan to update job descriptions using the Job Requirements – Job Analysis process to the whole company. Briefly explain the process and the time frame for the project. Motivate employees to participate and dispel any negative feeling about the process. Stand as a unified team with Marvin and Alta Fossom and have them ask for the support and cooperation of all employees. Meet with Marvin and Alta on a monthly basis to update them on the project. a. Meet with the general manager, supervisor of operations and customer service to discuss the project. b. Request all documents currently being in the staffing process for every job at the company. c. Meet with all department supervisors...
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...is a job analysis? Why should a company perform job analysis for the organization's jobs? Job Analysis refers to the various methods that are used to analyze the requirements of the job. Two tools used for this include the job description and mission statement of an organization. Organizations should always perform job analysis for their jobs to ensure their employee selection is valid and defensible; thus accurately measuring the requirements of the job itself in a fair and reliable way. Essentially, a valid selection procedure should effectively measure whether or not the applicant’s qualifications match those that are needed for the job, and not much more or less. 2. Describe three major methods or techniques that organizations use for job analysis process. Three major techniques utilized by organizations and companies in the job analysis process include Narrative Job Analysis, Task-Analysis Inventory, and the Position Analysis Questionnaire. Narrative Job Analysis is a narrative or descriptive set of information about a particular job or position within an organization. The quality of the information contained in the description typically depends on the writing skills of the analyst. Task-Analysis Inventory refers to a set of methods with the goal of analyzing all the tasks performed in the focal job. Once a list of tasks is developed for the job, an analyst will evaluate each task on things such as amount of time spent, frequency, etc. The Position Analysis Questionnaire...
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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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... | | | | | | | |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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...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...
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...focused on the functions of a job description. Objective 1: Explain how a job analysis is used to create a job description. A job analysis is defined as “the process used to break a job into its component duty or functional areas and the task statements associated with those duty areas” (Hartley, 2010). The job analysis identifies requirements and duties involves in the job. It will also establish guidelines on the education level, skill set, and work environment. The completed job analysis will be used to create the job description. The US Department of Interior (1998) website states that a job analysis “can be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements”. Each member on the team understands how the job analysis is used and the purpose. A job analysis provides an understanding and specifications for a position. A job analysis consists of a job description and the specifications required. The team agrees that an analysis should be reviewed periodically to remain current and not waste unnecessary resources. Potential problems exist with a job analysis. The accuracy and stability of an analysis could prevent a precise job description from being developed and thwart the candidate evaluation, referral and selection process. Accuracy is affected because some of the information gathered for an analysis is provided by individuals...
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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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...Job description & job analysis * Prepared by : Noha Reda Hassaan Fatma Mohammed * Outlines 1. Introduction 2. Definition & operational terms 3. Purpose of job analysis 4. Process of job analysis 5. Job description purpose 6. Components of job description 7. References * Objectives At the end of this session you will able to : 1. Define job description 2. Distinguish between job description , job specification & job analysis 3. Compare between job description & analysis 4. Analyze disadvantages of job description 5. Identify limitation of job description 6. List component of job description * Introduction -a job consists of a group of activities and duties that entail natural units of work that are similar and related. Jobs should be clear and distinct from other jobs to minimize misunderstandings and conflict among employees and to enable employees to recognize what is expected of them. -some jobs are required to be performed by several employees, each of whom occupies a separate position. -a position consists of different duties and responsibilities that are performed by only one employee * Operational terms * job analysis the procedure for determining the duties and skill requirements of a job and the process of obtaining information about jobs &kind of person who should be...
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...creating a job analysis and providing a job description for each position. This process enables an organization to identify clearly the job requirements and explain its task. A job analysis and description provide expectations of employee performance. They also keep employees in line with the business strategy while increasing workplace motivation. Team D will explain how a job analysis is used to create a job description and explain the functions of a job description. Job Analysis A job analysis is an important tool used within an organization. It is the process used by human resource managers to collect important information about what a job entails. The information assist managers identify the qualifications of individuals for the position. The data collected includes the specific job task, the skills necessary for performance, what responsibilities go along with the position, the type of work environment, and the outcome of the job. Once the job analysis process is completed, the information collected is analyzed to assemble a job description. Job Description According to “Jobs Online" (2009), “a job description typically consists of six major components: 1) essential job functions, 2) knowledge and critical skills, 3) physical demands, 4) environmental factors, 5) the roles of the ADA and other federal laws, such as the Occupational Safety Health Act (OSH Act), and 6) any explanatory information that may be necessary to clarify job duties or responsibilities. A job description...
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...Job Analysis MGMT335 Unit 2 Assignment Abstract This paper will provide employees a proper understanding of what their job tasks and requirements are the manager and company as a whole needs to fully understand the specifics of what is required of the position. This leads to a better job description. It will research a company's job or position wanted posting and provide the following: list at least 3 elements of the job which would provide areas within the job description. Define at least 1 of the job specifications or qualifications required to apply and fill the position. Based on your identification of the elements and qualifications provide an opinion as to whether the company has conducted a proper analysis of the particular job they are seeking to fill and whether they would be able to gather a pool of qualified applicants. Job Analysis A company has an open position; the Human Resource (HR) personnel must draft an appropriate and qualified job description which starts with a job analysis. This type of work helps the HR personnel to hire the right candidate for the job. A job analysis begins with several steps. Step one covers job analysis which begins with questions like what will the employee produce, who will receive the product or service, and what is the outcome of the day. It requires a description of the product or service of the position. Step two covers function which is to make a serious list of specific task or functions depending on the responsibility...
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...Function 2: Recruitment and selection of employees Recruitment of staff should be preceded by: An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage; • In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process). • Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. • Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants. The main sources of recruitment are: • Internal promotion and internal introductions (at times desirable for morale purposes) • Careers officers (and careers masters at schools) • University appointment boards • Agencies for the unemployed • Advertising...
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...Job Description Matrix HCS/341--Human Resources in Health Care August 27, 2012 Deidra Johnson Job Description Matrix Recruitment Matrix Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Job Centre’s | External | Yes, appropriate for health care because thousands of individuals can be contacted at a low cost to the organization. | Job Advertisements | External | Yes, appropriate for health care. Particularly internet advertisement where individuals can locate online job sites focusing on various jobs within the healthcare system. A large number of individuals can be targeted through advertisements therefore a top candidate for the position is found. | Recruitment Agency | External | Yes, appropriate for health care. A recruitment agency is hired by an organization to seek out potential employees with specific education and skills. | Personal Recommendation | External | Yes, appropriate for health care. A positive personal recommendation can demonstrate to the human resource staff what type of employee they are hiring, what type of skills they possess, and if they possess good work ethics. | Clinician Referral | Internal | Yes, appropriate for health care. A clinical referral from within the organization can make the process easier for the company. If an open position is filled by a current staff member already in the organization it can cut back on education cost. In addition...
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...Conducting Through Job Analyses and Drafting Lawful Job Descriptions 1. The first step in preparing a job description is conducting a job analysis. Job analysis is a method of gather and analyzing information concerning all aspects of an employee’s position (Smith 2015). A job analysis determines what the essential job functions are and helps avoid breaking ADA law or FLSA. Having a job analysis before creating a job description also helps prevent pointless and obvious statements in the description as well as highlight the tasks that are most important and take up the bulk of the time for the job. It is important to properly obtain the fundamental information to conclude job content, as well as essential and nonessential functions; requisite insight, skill, intelligence, expertise, and experience necessary to perform the job; and working conditions of the employee (Smith). 2. The preparing of an accurate job analysis starts with owners, upper-level managers, and executives educating their employees of the need for accuracy and impartiality throughout the process. Employees need to contribute and feel ownership in the analysis, but there are flaws to having employees help. Employees could inadvertently mischaracterize their daily job tasks or responsibilities, and managers may disagree with what the employees actually do and that is why there needs to be a system and structure to the process. 3. A job analysis could help prove the compliance with all the employment...
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...Job Analysis and Job Descriptions HRM 530 Strategic Human Resource Management April 30, 2015 Write a two-three (2-3) page paper in which you: 1. Compare two (2) job positions from the episode and perform a job analysis of each position. The reality television show, Undercover Boss, shows an upper-management employee at a major company who chooses to go undercover as an entry-level worker to reveal problems within the business. I watched an episode filmed at a Popeye’s Fried Chicken fast-food restaurant franchise. I will compare and do a job analysis for the two positions highlighted in the show, that of Chief Talent Officer Lynn Zapone and of janitorial worker, Douglas. The main responsibilities of a Chief Talent Officer are to acquire, develop and retain a business’ talent, i.e. employees. Ms. Zapone’s job focus during this show centered on employee retention. She reports directly to executive leadership at Popeye’s, mainly the Chief Executive Officer (CEO). She strongly believes that happy team members deliver positive experiences to customers. Those same customers repeatedly come back to the restaurant, and that translates into profits for Popeye’s. Her position is leadership and strategic-planning focused. On the other hand, Douglas’ job is completely manual. It is to keep the interior and exterior of the restaurant clean. His position is very straightforward and uncomplicated. He reports to the manager of the restaurant franchise location (Popeye’s, 2012)...
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...JOB ANALYSYS Basics of Job Analysis: Job analysis is a systematic gathering and organization of information concerning jobs. Job analysis puts a job under the microscope to reveal important details about it. Specifically, it identifies the task, duties, and responsibilities of a particular job. * A task is a basic element of work that is a logical and necessary step in performing a job duty. * A duty consist of one or more tasks that constitute a significant activity performed in a job. * A responsibility is one or several duties that identify and describe the major purpose or reason for the job’s existence. Job Description: A job description is a summary statement of the information collected in the job analysis process. It is a written document that identifies, defines and describes a job in term of its duties, responsibilities, working conditions and specifications. Example: Job Description of an Assistant Officer are shown in bellow: * Checking all payments of the Organization * Assist in monthly Internal Audit on various Department * Preparation of report on regular work. * Assist in auditing on VAT & Tax Computation * Assist in auditing Bank reconciliation statements * Perform any other task given by the management relating to Audit / Investigation on time to time. Key Learning Point: * Concept of job description. Specific Job Description: A specific job description is a detailed summary of a job’s task, duties...
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