logging in or signing up 16170042-Job-Analysis-Ppt satamba Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 632 Category: Education License: All Rights Reserved Like it (1) Dislike it (0) Added: November 25, 2010 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: bharatrwr (13 month(s) ago) plzz allo w for download Saving..... Post Reply Close Saving..... Edit Comment Close By: ayob84 (16 month(s) ago) could please allow to download it? Saving..... Post Reply Close Saving..... Edit Comment Close By: ayob84 (16 month(s) ago) Hi, could u please allow me to downlowd the presentation Saving..... Post Reply Close Saving..... Edit Comment Close By: MNRAO (16 month(s) ago) IT IS GOOD PRESENTATION Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Job analysis : Job analysis Introduction, importance, methods etc. Job Analysis : Job Analysis Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information. Objectives/Purpose of Job Analysis : Objectives/Purpose of Job Analysis Process of Job analysis : Process of Job analysis Types of Job analysis Information : Types of Job analysis Information Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements Job context Outcomes of Job Analysis : Outcomes of Job Analysis The information obtained from job analysis is classified into three categories. Job description Job specification Job evaluation Job Description : Job Description A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties. Example of Job Description : Example of Job Description JOB TITLE:_____ OCCUPATIONAL CODE: ________ REPORTS TO:___ JOB NO. : ___________________ SUPERVISES:___ GRADE LEVEL: _______________ AS ON DATE :_________ FUNCTIONS: ______________________________________________________________________________________________________ DUTIES AND RESPONSIBILITIES: ______________________________________________________________________________________________________ JOB CHARACTERISTICS: ______________________________________________________________________________________________________ Job specification : Job specification Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job. Example of Job Specification : Example of Job Specification JOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: ________________________________________________________________________________________________________________________ APPEARANCE: ____________________________________________________________ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: ________________________________________________________________________________________________________________________ SPECIAL KNOWLEDGE & SKILLS:_____________________________________ OTHER : ________________________________________________________ Job Evaluation : Job Evaluation Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration. If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups. Methods of Collecting Job Analysis Data : Methods of Collecting Job Analysis Data Observation Performing the job. Critical incidents Interview- individual & group Panel of experts Diary method Questionnaire Structured Unstructured Methods of collection Job description data : Methods of collection Job description data Diary/log books Observation Interview Questionnaire: Structured Unstructured Which method to use ? : Which method to use ? Factors to be considered before choosing the method of collecting data are: No. of job/employees to be considered. Time limit Cost factors Education levels of incumbents Type of data required. Questionnaires : Questionnaires Unstructured format is more useful when: Questions are open ended. Questions that probing The number of incumbents is less Roles are unclear Structured more useful when: The jobs are fixed and duties extremely clear. Number of incumbents is large. Which questionnaire to use ? : Which questionnaire to use ? An optimum combination of structured as well as unstructured questions can lead to the best questionnaire. A questionnaire is the best alternative to interviewing a large number of employees. It is much more cost effective. Thank You. : Thank You. Have a nice day! You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
16170042-Job-Analysis-Ppt satamba Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 632 Category: Education License: All Rights Reserved Like it (1) Dislike it (0) Added: November 25, 2010 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: bharatrwr (13 month(s) ago) plzz allo w for download Saving..... Post Reply Close Saving..... Edit Comment Close By: ayob84 (16 month(s) ago) could please allow to download it? Saving..... Post Reply Close Saving..... Edit Comment Close By: ayob84 (16 month(s) ago) Hi, could u please allow me to downlowd the presentation Saving..... Post Reply Close Saving..... Edit Comment Close By: MNRAO (16 month(s) ago) IT IS GOOD PRESENTATION Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Job analysis : Job analysis Introduction, importance, methods etc. Job Analysis : Job Analysis Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information. Objectives/Purpose of Job Analysis : Objectives/Purpose of Job Analysis Process of Job analysis : Process of Job analysis Types of Job analysis Information : Types of Job analysis Information Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements Job context Outcomes of Job Analysis : Outcomes of Job Analysis The information obtained from job analysis is classified into three categories. Job description Job specification Job evaluation Job Description : Job Description A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties. Example of Job Description : Example of Job Description JOB TITLE:_____ OCCUPATIONAL CODE: ________ REPORTS TO:___ JOB NO. : ___________________ SUPERVISES:___ GRADE LEVEL: _______________ AS ON DATE :_________ FUNCTIONS: ______________________________________________________________________________________________________ DUTIES AND RESPONSIBILITIES: ______________________________________________________________________________________________________ JOB CHARACTERISTICS: ______________________________________________________________________________________________________ Job specification : Job specification Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required for that job. Example of Job Specification : Example of Job Specification JOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: ________________________________________________________________________________________________________________________ APPEARANCE: ____________________________________________________________ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: ________________________________________________________________________________________________________________________ SPECIAL KNOWLEDGE & SKILLS:_____________________________________ OTHER : ________________________________________________________ Job Evaluation : Job Evaluation Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration. If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups. Methods of Collecting Job Analysis Data : Methods of Collecting Job Analysis Data Observation Performing the job. Critical incidents Interview- individual & group Panel of experts Diary method Questionnaire Structured Unstructured Methods of collection Job description data : Methods of collection Job description data Diary/log books Observation Interview Questionnaire: Structured Unstructured Which method to use ? : Which method to use ? Factors to be considered before choosing the method of collecting data are: No. of job/employees to be considered. Time limit Cost factors Education levels of incumbents Type of data required. Questionnaires : Questionnaires Unstructured format is more useful when: Questions are open ended. Questions that probing The number of incumbents is less Roles are unclear Structured more useful when: The jobs are fixed and duties extremely clear. Number of incumbents is large. Which questionnaire to use ? : Which questionnaire to use ? An optimum combination of structured as well as unstructured questions can lead to the best questionnaire. A questionnaire is the best alternative to interviewing a large number of employees. It is much more cost effective. Thank You. : Thank You. Have a nice day!