...RESOURCE MANAGEMENT ASSIGNMENT: JOB ANALYSIS SUBMITTED BY: SAAD AHMED SHAIKH SUBMITTED TO: SIR. IMTIAZ ALI JOB ANALYSIS OVERVIEW Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. Job analysis, which is also called job review or job classification, is a systematic exploration of the tasks, duties, responsibilities and accountabilities of a job. The process of job analysis involves the collection of background information, a selection of representative jobs to be analysed, collection of job analysis information,development of a job description and job specification. The formal and systematic methods of job analysis are functional job analysis, the position analysis questionnaire, and the critical incident technique.Job analysis is useful for preparing job descriptions and job specifications which are the basis for most of the HR activities like recruitment, training, performance appraisal, industrial relations and wage and salary administration. Job design determines the way in which work should be performed which, in turn, affects the degree of authority of an employee over the work; the scope of decision-making by the employee; the number of tasks an employee has to perform; and employee satisfaction. The main objectives of job design are to meet organizational requirements...
Words: 1274 - Pages: 6
...‘Guidelines for Best Practice in the Use of Job Analysis Techniques’ by SHL GROUP http://www.shl.com/assets/resources/Best-Practice-Job-Analysis.pdf, ‘What Happens If an Organization Doesn’t Conduct a Job Analysis?’ by Anaya Baldwin, Demand Media http://smallbusiness.chron.com/happens-organization-doesnt-conduct-job-analysis-15562.html, and ‘Job Analysis’ created by the Canadian Job Bank http://www.jobsetc.gc.ca/pieces1.jsp?category_id=2802&root_id=2801, all fully support Job Analysis in ways such as creating a definition of a needed position, aligning current employees with jobs that match their work skills, creating standards which can be quantifiable, and setting realistic goals and expectations for employees. The ‘Guidelines for Best Practice in the Use of Job Analysis Techniques’ article is very comprehensive from the beginning phases of what a job analysis is to special considerations, as well as different techniques. Like this course project, this article starts with stating that it is important to identify the knowledge, skills, and abilities needed for a person to perform a job. They state a wide range of ways in which to define the KSA’s, like observing current employees, having employees and managers fill out questionnaires, and interviewing employees of all levels to get input. Some interesting insight provided in this article is related to disability and job analysis. Taking into consideration the fact that the job analysis could be defined differently if a disabled...
Words: 998 - Pages: 4
...Marva Young SID# 64726 February 26, 2014 BAM535 Advanced Human Resource Management Unit 1 Question #2: Job analysis is a key HR function. Provide an overview of the job analysis process, including brief descriptions of key job analysis techniques. Job analysis is defined as the process used to collect information about the task, responsibilities of a given job, duties (which can include frequency, duration, skill, effort etc.) and outcomes and work environment (can include unpleasant conditions and extreme temperatures. These can include definite risk) of a particular job. It usually answers questions like who does the work, where does the work come from and what equipment is used. The job analysis is completed by the HR and a line manager or an incumbent. A job analysis is an analysis of the job and not the person so you stick to the jobs description and not the personal effects of an employee. There are several tools that can be used to conduct a job analysis. I will briefly discuss observations, interviews, questionnaires and surveys and checklist. The first, observations is watching employees do their jobs and writing down notes. The observer can do some of the job task themselves and ask questions to the employees while they work. The second, interviews is a face-to-face tool. The interview is best when there is a specific set of questions based on the observations...
Words: 757 - Pages: 4
...Use of Job Analysis Techniques Contents 1. 2. 3. 4. 5. 6. 7. Introduction Job analysis in practice Job analysis techniques The application of job analysis information: the generation of competencies Social and organisational issues Future trends in job analysis A final word Page No 1 5 6 10 12 16 17 18 19 20 21 Glossary SHL services References Further reading 1. Introduction Because job analysis is an important precursor to many Human Resource activities, SHL is committed to promoting and maintaining quality practices in this area. These guidelines are based on best current professional opinion and are intended to provide an account of best practice. They are supplied to clients, and should be used for guidance only. They are NOT intended as a substitute for a recognised training course. 1.1 What is job analysis? Job analysis is a systematic process for collecting and analysing information about jobs. Job analysis provides information about the work performed and the work environment. It also identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. In short, it is a method that provides a description of the job and profiles the competencies people need to be successful. Most definitions of job analysis identify three key points: • Job analysis is not a single methodology - it is a generic term which refers to a range of techniques, including observation, interview, and questionnaire based analysis • Job...
Words: 6041 - Pages: 25
...ever the Hell this means. Getting back to your question in the specific. Understanding job analysis information. I am guessing but I believe it means understand how to do your job and understand how others should be doing theirs and do it. Even if they mean something else it probably is just a straight forward concept and saying it in a round about way to make it sound really important. Jeez Louise these people can make you nuts with all their craziness. I would have loved to bash one of my boss's brain in with his best practices paper weight. Don't let it get to you like me. Best Regards Bob Summary: Many companies and managers use job descriptions and job analysis to set employee goals and objectives, so they are tied into the needs of the work unit or company. In this article, you'll learn what job descriptions (and job analysis) are, their uses and applications, and how they can be used to improve performance. What is job analysis? Before we can discuss job descriptions, it is important to understand the distinction between descriptions and specifications. Job analysis is the combination of job descriptions and job specifications. For simplification purposes, "specifications" are the skills and background necessary to perform the responsibilities of the job. Since specifications are often a matter of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have...
Words: 2143 - Pages: 9
...Collecting Job Requirements Information Job analysis involves consideration of not only the types of information (tasks, KSAOs, and job context) to be collected but also the methods, sources, and processes to be used for such collection. These issues are discussed next, and as will be seen there are many alternatives to choose from for developing an overall job analysis system for any particular situation. Potential inaccuracies and other limitations of the alternatives will also be pointed out. Methods Job analysis methods represent procedures or techniques for collecting job information. Many specific techniques and systems have been developed and named (e.g., Functional Job Analysis, Position Analysis Questionnaire [PAQ]. Rather than discuss each technique separately, we will concentrate on the major generic methods that underlie all specific techniques and applications. Many excellent descriptions and discussions of the specific techniques are available. Prior Information. For any job, there is usually some prior information available that could and should be consulted. Indeed, this information should routinely be searched for and used as a starting point for job analysis. Many possible organizational sources of job information are available, including current job descriptions and specifications, job-specific policies and procedures, training manuals, and performance appraisals. Externally, job information may be available from other employers, as well as trade and...
Words: 556 - Pages: 3
...IMPORTANCE OF QUANTITATIVE TECHNIQUES IN MANAGERIAL DECISIONS *P.Murugesan Abstract The term ‘Quantitative techniques’ refers to the methods used to quantify the variables in any discipline. It means the application of subjects like mathematics and statistics, econometrics and operations research to understand and solve problems.. It is a study of the application of differential calculus, integral calculus and matrix algebra, measures of central tendencies, measures of averages, correlation and regression etc. It also includes the application of the techniques of management science such as Linear programming, Game theory, CPM and PERT analyses to business problems. The relevance and usefulness of Quantitative Techniques in seven functional areas of Management are discussed in this paper. Introduction: Truly, the importance of Quantitative proficiency cannot be over emphasized to Management Professionals! This body of knowledge involving quantitative approaches has been given various names likeBusiness Mathematics, Business Statistics, Operations Research, Decision Science and Management Science. All are concerned with rational approaches to decision making based on the scientific method. For example, consider the following simple mathematical problem: A) “A Mayor of a town wants to improve the bus services between 2 destinations falling within his district. The destinations are 1 hour journey apart and he wants the bus services in such a way that a traveler need not wait for more...
Words: 1980 - Pages: 8
...Job Analysis Paper PSY/435 Job Analysis Paper Job Analysis of Probation Officers This paper will provide some insight on the functional job analysis for a probation officer, it will discuss how a functional job analysis can be used within this organization, it will go on to evaluate the reliability and validity of a functional job analysis, this paper will also evaluate different performance appraisal methods and how they might be applied to a probation officer, this paper will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a probation officer. Probation Officer: Functional Job Analysis The selection method for probation officials utilizing the functional job evaluation is very important. The functional job evaluation consists of observation and selection interviews; it assists to set recommendations for the job outline. Rapport shared with probation/parole and a functional job evaluation is the least complicated. The job requirements for a probation officer candidate should satisfy the requirements. At the least a bachelor’s qualification in social work, criminal justice, psychology, or a relevant study is needed for certification (Education Portal. 2011). Nevertheless, much more information by way of functional job evaluation assists to decide eligibility needs to work for the Department of Corrections. In the state of Delaware I/O psychiatrists have evolved physical, psychological, medical...
Words: 1113 - Pages: 5
...------------------------------------------------- Running header: Job Analysis Methods ------------------------------------------------- Abstract Examination of different methods utilized to create a comprehensive job analysis, including advantages and disadvantages of all approaches. There are several methods that can be utilized to create a comprehensive job analysis. A job analysis provides a better understanding of the positions within an organization, which will allow the recruitment process to be more focused, consistent and thorough. The first method that can be employed to create an effective job analysis is the Critical Incidents Technique. This technique identifies circumstances that arise in a current position, what action was taken, and the consequences of the action, to identify the effective and ineffective behaviors in job performance. These critical situations are documented by interviewing former jobholders, supervisors, or by reviewing documents and logs from the job. Job duties are examined, and then critical incidents are identified to determine poor or good performance issues related to a specific job requirement. This technique is useful for covering job events that may not be covered in a general job description. Identifying atypical circumstances that may arise in a position can aid in finding a candidate that would be an ideal fit. Reviewing these critical incidents also enable the recruitment process to be shaped to include more pointed questions...
Words: 916 - Pages: 4
...125 Job Analysis 125 Steps in the Job Analysis Process 126-129 Job Analysis Techniques 131 O*NET 131-137 Job Evaluation 137 Compensable Factors 137-139 Job Evaluation Process 139-140 Job Evaluation Techniques 140 The Point Method 141-143 Alternative Job-Content Evaluation Approaches 144-145 Alternatives to Job Evaluation 145-146 Limitations to Internally Consistent Compensation Systems 146 2. Why I selected this Book: HRMN 330 Course Requirement 3. Theme (Key Quote): “Internally consistent job structures formally recognize differences in the job characteristics that enable compensation managers to set pay accordingly.” 4. Abstract: The purpose of this book is to provide knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage. Compensating employees represents a critical human resource management practice: without such companies cannot attract, retain nor motivate best qualified employees. 5. Introduction Internally Consistent Compensation Systems define the relative value of each job when compared with all jobs within the organisation. Within each organization there are job structures and principles which promote internally consistent compensation systems. Generally jobs that require higher qualifications, more responsibilities and complex analysis should have a higher compensation package when compared to those jobs that...
Words: 2710 - Pages: 11
...Study of Job Analysis and Design in Mobile Network Operators of the Telecommunications Industry in Bangladesh Objectives of the Report Objectives of the Repot To determine the job analysis and design techniques used by the mobile phone operators in Bangladesh. To evaluate the effectiveness of each firm’s job analysis and design techniques and cross-examining them to make a comparison To provide possible recommendations on ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized...
Words: 1114 - Pages: 5
...Case study Job Evaluation at Whole Foods Purchase here http://devrycourse.com/hrm-598-week-3-case-study-job-evaluation-at-whole-foods Product Description Written Case Study: Prepare a Job Structure Read "Job Evaluation at Whole Foods" Case Study (text pp. 153–157). The Whole Foods Market has completed a job analysis and written job descriptions for Jobs A thorough Job I. Respond to the following: • Evaluation of Jobs and Job structure Evaluate the jobs listed in the case study and prepare a job structure based upon its evaluation. Assign titles to jobs, and show your structure by title and job letter. • Process, Techniques, and Factors Describe the process you went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated. • Evaluation of Job Descriptions Evaluate the job descriptions. What parts of them were most useful? How could they be improved? You will need to follow APA style and format and have a title page, brief introduction and conclusion, centered headings for major parts, page numbering and page headers, and a reference page. The case study should be approximately 4–6 pages in length. The assignment will be reviewed using the following criteria: Written Case Study: Prepare a Job Structure rubric. Written Case Study: Prepare a Job Structure Rubric Possible Points Earned Points Comments • Evaluation of Jobs and Job structure ...
Words: 2173 - Pages: 9
...Task analysis and human-computer interaction: approaches, techniques, and levels of analysis Abe Crystal School of Information and Library Science University of North Carolina at Chapel Hill acrystal@email.unc.edu Beth Ellington School of Information and Library Science University of North Carolina at Chapel Hill elliv@email.unc.edu ABSTRACT In this paper we critically review task analysis models and techniques. These approaches to task analysis are discussed in order to develop a richer picture of human activity, while analyzing their limitations, general weaknesses, and possibilities for improvement. We consider their ability to determine the appropriate set of atomic actions in a task, their effect on workers’ motivational needs, their support of users’ cognitive and sociocultural processes, and their effectiveness in supporting interface design. We note that the major approaches have focused on very different levels of analysis, and call for greater integration of these different levels in task analysis theory. Keywords Task analysis, cognitive modeling, activity theory. INTRODUCTION Practitioners and researchers routinely advocate building user-centered systems which enable people to reach their goals, take account of natural human limitations, and generally are intuitive, efficient and pleasurable to use (Preece, Rogers and Sharp, 2002). Central to the design of such systems is a clear understanding of what users actually want to do: What...
Words: 5335 - Pages: 22
... Calvin Lathan January 11, 2009 Employee Development In this Critical Elements of Employee Development Paper, Needs assessment techniques are described. A needs assessment or analysis is the process you take to verify whether training will be the right solution to correct operational deficiencies. A human resource representative will carry out one or all three of the following types of analysis (Cherrington & Middleton, 2002): organizational, individual, and task. An organizational analysis studies performance of the entire organization. An individual analysis is a smaller view to the individual employee, determining the employee’s capacity to execute their job within adequate standards. Lastly, a task analysis determines the skills and abilities required to complete the diverse tasks involved in a job. It’s important to keep in mind, that when conducting a needs analysis, a lot of the time, the focus is on the symptom and not the actual cause. So, don’t forget the cause as the analysis process is being conducted. Some of the more accepted methods to gather information are through tests, organizational records, surveys, interviews, focus groups, job analysis observation, root-cause analysis and performance appraisals. This paper discusses the following needs assessments, focus groups, performance appraisal analysis and job analysis (Noe, 2002). Learning Organization When it comes to any business world learning and the way how you learn depends on the methods of...
Words: 980 - Pages: 4
...disadvantages of job analysis Student’s Name Date Benefits and Disadvantages of Job Analysis Job analysis is a critical tool for ensuring effectiveness and performance in an organisation (Ford, 2014). The text outlines various methods used in executing job analysis. Supervision is required to assess the workers and assist when need be in the processing or production units. An effective supervisor ought to be a trained observer and possess record keeping skills. Also, they should know how the job is done and the time required to accomplish. Observation is simple to use and acquires first-hand information. However, the method can cause bias to some workers and is also time-consuming. Questionnaires method can also be used in the job analysis process. The technique is further categorized in two i.e. open-ended questionnaires or well-structured questionnaires. The former can be utilized by both the supervisors and incumbents while open inquiry requires only the workers to describe the job how they understand it. The technique can reach more workers, but the responses could be incomplete making it difficult to interpret. Interviewing applied in the job analysis process. In this method, the employees and other incumbents are interviewed individually after which the results are aggregated (Algera & Greuter, 2013). Other times a group interview is performed by selecting several incumbents who undergo interview at the same time. The technique works well...
Words: 369 - Pages: 2
