Job Analysis

JOB ANALYSIS LECTURE 5

JOB ANALYSIS • JOB ANALYSIS- a purposeful , systematic process of collecting information on the important work related aspects of a job.

JOB ANALYSIS • Job analysis attempts to answer the following: • How much time is taken to complete important tasks? • Which tasks are grouped together and considered a job? • How can a job be designed or structured so that the employee’s performance can be enhanced?

JOB ANALYSIS • What kinds of behaviours are needed to perform the job? • How can the information acquired by a job analysis be used in the development of H.R.M. programmes?

JOB ANALYSIS • Steps in the job analysis process: 1. A good job analysis does not begin with a study of the job but rather with an understanding of the organization’s philosophy, its mission and goals, and the strategic role played by each of its units.

JOB ANALYSIS 2. Select jobs to be analyzed. 3.Collect data by using acceptable job analysis techniques: • Observation • Interview • Questionnaires • Job incumbent diaries or logs. Please note that a combination of methods can be used as well.

JOB DESCRIPTION • Job description is a document that explains clearly how a job is to be performed and what it entails. • It contains: Job title Job summary indicating its purpose. Level of job (reporting relationships) Specific tasks involved in the job.

JOB DESCRIPTION Conditions of employment (hours, wage structure). The relative priority of each major task as identified weightings.

JOB SPECIFICATION • Identifies the behaviour, skills and abilities that are needed to perform a job. It will contain : Educational requirements. Experience(years in related field). Physical and emotional requirements. Skills.

RECRUITMENT AND SELECTION • Recruitment refers to the set of activities used to attract a significant number of qualified applicants to the organization. • Can be classified into two main types: • Internal • external

RECRUITMENT AND SELECTION • • • • • •

INTERNAL METHODS: Job Posting Promotions. Transfers. Re-hires and re-calls Moonlighting.

RECRUITMENT AND SELECTION •

Advantages of Internal Recruitment 2. No orientation to job, organization culture. 3. Cheaper cost (less advertising required). 4. Saves H.R.Dept. time and paperwork.

EXTERNAL RECRUITMENT • • • • • • •

Types: Media advertising. E-recruitment. Head- hunting. Internships/ Apprenticeship programmes. Walk- ins. Internet.

RECRUITMENT AND SELECTION • Advantages: 1.New talent. Broadens skills set of organization. 2.Assist in shaping public perception of the organization. Disadvantages: 1.Training 2. Learning curve and adaptation to new working environment. 3. Time consuming. 4. Cost.

RECRUITMENT AND SELECTION Selection is the process of choosing the most appropriate candidate from the pool of applicants created by recruiting.

RECRUITMENT AND SELECTION • Methods of Selection Application blanks/forms. Interviews. Aptitude Tests. Work Simulation. Medicals/Physicals. Reference verification. Certificate of good character

RECRUITMENT AND SELECTION • Methods of selection cont’d: • Verification of qualifications. • Drug/Alcohol testing.

RECRUITMENT AND SELECTION • ETHICAL CONCERNS: • Information required must not be too intrusive. Information must be related to the job. • Must take care that discrimination based on race, sexual preference, religion, disability is implied in the design of the application blank.