Job specification specifies the physical, psychological, personal, social and behavioural characteristics of the job holders. Complexities, coordination of organs, speed etc. For instance, if it's the report that is needed, all the gathering and auditing of data is worthless without the final analysis and report. Job specifications are typically a subsection of a job description. Abilities are the attributes that are relatively stable over time. Recent tendency in job analysis involves an integration of multiple information collection methods so that the analysis can be conducted with an increased level of efficiency. Data collection methods are covered in the next section.
What are job descriptions used for? It is critical that you ask the actual employees who are doing the job what they do every day on the job. If you're asked to list your current responsibilities for a job analysis, be thorough with the information you provide. Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job. Training is given in those areas which will help to improve the performance on the job. In addition, data gathered in this method can often be statistically analyzed.
Interview method for collecting information in order to conduct a job analysis involves asking relevant questions from employees in a tête-à-tête meeting. This technique was designed to improve job placement and counseling for workers who register for employment at local state employment at local state employment officers. How many and what type of people will be required depends on the jobs to be staffed. Exam Alert You should be familiar with the basic process, purpose, and uses of job analysis because it is often a question on the examination. This method further helps in succession planning. It provide the detail information regarding task, activities, responsibility, authority, etc.
Therefore, the process may involve personal biasness or likes and dislikes and may not produce genuine results. In this method, job incumbents are involved in the job analysis process. May need to be augmented — e. Reviewing the job responsibilities of current employees. To deal with these new dynamics, many organizations are beginning the transition or have already transitioned to using competencies rather than tasks, duties, and responsibilities. In sum, job description is a written statement of what a job holder does, how it is done, and why it is done.
After determining the representative positions for job analysis, various information related to that job like features of the job, activities related with job, task and responsibilities, qualifications, skills and experience require to accomplish the job, expected employee behavior, traits and qualities, etc. This helps to design the scientific and competitive reward system. Irrespective to traditional job analysis procedures, this method concentrates on the method to be used to do the jobs effectively and efficiently. If the job of an executive sales manager is to be analyzed, the first and foremost thing would be to determine the worth of this job. Technology and the demands of a competitive environment frequently change the nature of the job requiring reevaluation. Job Analysis Objective: Gain an Understanding of Job Analysis Job analysis is the systematic process of gathering information regarding the duties required of a job and the human characteristics necessary to successfully perform those duties. Researching and sharing with other companies that have similar jobs.
A simple format for a job description and job specifications is shown in Table 3. It helps to find the right man at right job. Relationships with internal or external people. But there is a separate method to determine value of job that is called as job evaluation which is part of job analysis. Job focused techniques are mostly applied.
In this method, the employee is given structured questionnaire to fill in, which are then returned to the supervisors. Advantages of questionnaires include lower costs than other methods and the possibility of collecting data from greater sample, whereas disadvantages of questionnaires are possibility of attracting low response rates, and difficulties associated with formulating questions in an appropriate manner. This can be done with the help of current employees, supervisors or specialist or group efforts. This can include asking them to complete a questionnaire or keep a diary of their activities. Initially proposed as a draft, job descriptions and specifications are reviewed with the participation of management, and this is followed by finalising of job descriptions and formulations of relevant recommendations. If the job is not performed in a difficult environment, the conditions under which the work is performed should still be described.
Planning is the key to successful projects. Competencies and the Future of Job Analysis Job analysis, job specifications, and job descriptions meet the needs of organizations experiencing stable environments and stable markets. In other words, jobs analysis needs to be conducted so that a set of skills and competencies needed to perform duties of a position can be established and the same set of skills and competencies can be used as criteria for the search of appropriate candidates. Increased competition has often resulted in a flattening of the traditional hierarchy, removing multiple layers of management. Job Analysis : Job analysis refers to the process of collecting information about a job.
This is applicable only to large enterprises like bank and financial institutions and multinational companies. The core emphasis of this method is a rating of each job in terms of what an incumbent does with respect to data, people and thins. This is a written statement that specifies the personal qualities, traits, skills, qualification, aptitude etc. Job description is a statement of information about duties and responsibilities of a particular job. Though there is no fool-proof process of making job analysis, following are the main steps involved in job analysis: 1. Job analysis describes about the job description and job specification. A disclaimer section at the end of the job description is preferable.
A final disclaimer often used is a statement to the effect that the job description does not constitute a contract for employment and may be changed at the discretion of the employer. However, due care should be taken to select and use the method of data collection that is the most reliable in the given situation of the job. You can also see the job descriptions that are listed on such sites as Salary. In sum, job description is a written statement of what a job holder does, how it is done, and why it is done. Hence the question: how to collect job related data? Information collection consists of following steps: Also read: Before identifying the information required for job analysis, analyst should be clear about the purpose of job analysis. For more information or to purchase one of our publications, go to.