EFFECTIVE JOB ANALYSIS
Presented by:
SHAFIQ-UR- REHMAN
(Psychologist & HR Specialist)
University of the Punjab
Lahore
JOB ANALYSIS Provide information about jobs currently
being done and the KNOWLEDGE, SKILLS and ABILITIES that individuals need to perform the jobs adequately.
(KSA’s ANALYSIS)
AN ORGANIZATIONAL FRAMEWORK
Human Resource Planning: Process of determining an organization’s
human resource needs.
Mission Statement: A brief statement of the reason an
organization is in business.
SWOT ANALYSIS A process for determining an organization’s
STRENGTH, WEAKNESSES, OPPORTUNITIES, and THREATS.
STRENGTH: An organization’s best attributes and
abilities.WEAKNESSES: Resource of an organization lack or
activities it does poorly.CORE COMPETENCY: Organizational strength that represent
unique skills or resources.
HUMAN RESOURCE INFORMATION SYSTEM (HRIS) A computerized system that assist in
the processing of HRM information.REPLACEMENT CHART: HRM organizational charts indicating
positions that may become vacant in the near future and the individuals who may fill the vacancies.
JOB ANALYSIS
Provides information about jobs currently being done and the KNOWLEDGE, SKILLS and ABILITIES that individuals need to perform the jobs adequately.
JOB ANALYSIS METHODSObservational Method: A job analysis technique in which
data are gathered by watching employee work.
Individual Interview Method: Meeting with an employee to
determine what he or her job entails.Group Interview Method: Meeting with a number of employees
to collectively determine what their job entails.
Structured Questionnaire Method: A specifically designed questionnaire on
which employees rate taskss they perform in their jobs.
Technical Conference Method: A job analysis technique that involves
extensive input from the employee’s supervisor.
Diary Method: A job analysis method requiring job
incumbents to record their daily activities.
POSITION ANALYSIS QUESTIONNAIRE (PAQ) A job analysis technique that rates jobs
on elements in SIX activity categories.Information Input: Where and how the workers get
information.Mental Processes: What reasoning and decision making
planning.Work Output: Tools and devices arebeing used.
Relationships with other people: What relationships are required.
Job context: In what physical and social contexts is
work performed.
Other job characteristics: What special attributes exists on this
job(schedule, pay, responsibilities).
O*NET JOB CONTENT MODEL The O*NET content model provides a detailed
description of the knowledge, skills and abilities that a worker will need to perform the every day tasks of a job.
O*Net replace the popular DICTIONARY OF OCCUPATIONAL TITTLE (DOT).
Purpose: Provide more information to students needing carrier
research to write reports and HR professional who want updated information on job requirements for jobs analysis.
Information provide online with out cost. Slandered occupational classification (SOC) used by
GOVT. and industry.
O*NET MODEL
WORKER CHARACTERISTICS Abilities Occupational InterestsWork values Work styles
WORKER REQUIREMENTSSkills Knowledge Education
EXPERIENCE REQUIREMENTSExperience and TrainingLicensing
OCCUPATIONAL REQUIREMENTSGeneralized work activities Work context
WORKFORCE CHARACTERISTICSLabour Market Information Future Employee opportunities
OCCUPATION SPECIFIC INFORMATION TaskTools and technology
JOB DESCRIPTION Statement of what a job holder does,
how it is done under what conditions and why.
It includes job tittles, job identification, job duties, job specifications.
JOB SPECIFICATION:
Statements indicating the minimal acceptable qualifications must posses to successfully perform the essential elements of their jobs.
Specialized knowledge/skills Education/experience Training/equipment Work environment/physical
requirements
JOB EVALUATION Specific the relative values of each job
in the organization.JOB DESIGN: Refers to the way that the position and
the tasks within that position are organized, including how and when the tasks are done and any factor that effect the work such as in what order the tasks are completed and the condition under which the tasks are completed.
JOB ENRICHMENT Expending job content to create more
opportunities for job satisfaction. Fredrick suggested ”If you want people
to do a good job, give them a good job to do”.
J.recherd Hackman offered a model of how to design jobs that provide motivation based on five core job characteristics:
FIVE CORE JOB CHARACTERISTICS I. Skill variety:
Alloying workers to use different skills and talents to do a number of different activities.
II. Task Identity:Workers are able to see a completed
product or project or some visible outcome that creates a sense of accomplishment.
III. Task Significance:The tasks performed have some
meaning full impact on the organization or the external environment.
IV. Autonomy:worker has some control over the job.
V. Feedback from the job itself:The job includes some opportunity.
COMPRESSED WORK WEEK SCHEDULES Employees work longer days in exchange for
longer weekends or other days off.Flex Time: An Alternative to traditional “9 to 5” work
schedules allows employees to vary arrival and departure times.
Job Sharing: Two people share one job by splitting the work
with and the responsibilities of the position.Telecommuting: Using technology to work in a location other
then the traditional work place
ADVANTAGES AND DISADVANTAGES OF FLEXIBLE SCHEDULING
ADVANTAGES Reduced commuting time Reduced cost of
transportation Reduce child care costs Cost savings from fewer on-
site employees Increased retention of
current employees Advantages in recruiting
new employees Reduced traffic at peak
commuting hours Increased morale
DISADVANTAGES Lack of supervision of
employees Potential reductions in
productivity Increased turnover of
employees who aren’t productive
Employees feeling isolated Difficult to maintain “team
atmosphere” Increased stress Expensive technology Fair Labor Standards rules
on overtime Union Contracts