Job Analysis, Job Description and Specification
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mm bagali / HRM course / 2nd semester... Job Analysis / JD/ Job Specification / module.... 2 / 2019
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Job Analysis, Job Description and Specification
- 1. 1 Unit 2 Job Analysis, Job Description, Job Specification AIT - MBA / Department of Management Studies 2nd Semester / Feb- 2019 to June 2019 Course Code: 18MBA21 - Human Resource Management Course Teacher Dr. MM Bagali, PhD Senior Management Professional 22 years of Benchmark PG Experience Human Resources Management
- 2. module / unit 2 Job Analysis Job Description Job Specification staffing managementJ
- 3. Course Format and Formalities !! Human Resources Management Individual / Group - Class Presentation Individual / Group - Book Review in HRM Individual / Group - Case Analysis and Presentation Individual / Group - CII / FKCCI / NHRD / NASSCOM Research Report Requirements ppt and Hard copy submission Requirements One- Two Hard copy submission Requirements ppt and Hard copy submission Requirements Hard copy submission and Oral Presentation
- 4. Any Job should have : – Meaning – Role defined – Risk involved – Responsibility – Duties – Skills and Competency required – And required qualitative aspects Tasks | Tools Used | Knowledge | Skills | Abilities | Work Activities | Detailed Work Activities | Work Context | Education | Credentials | Interests | Work Styles | Work Values | Human Resources Management
- 5. Job related terms • Job analysis • Job bank • Job classification • Job codes • Job description • Job displacement • Job enlarging • Job enrichment • Job evaluation • Job group • Job offer letter Job posting Job pricing Job ranking Job redesign Job reference Job-relatedness Job rotation Job sampling Job shadowing Job sharing Job Specification Job title Human Resources Management https://www.onetonline.org/ O*NET OnLine has detaileddescriptions of the world ofwork for use by job seekers, workforce development and HR professionals, students,researchers, and more!
- 6. Job Analysis Human Resources Management Purpose of Job Analysis • The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. https://www.shrm.org/academicinitiatives/universities/teachingresources/Documents/Job_Analysis_IM_FINAL.pdf How Do You Define a Job: By Hours or Tasks? Harvard Business Review, Tammy Erickson FEBRUARY 05, 2008
- 7. 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 judgements are made about data collected on a job. Job Analysis Job analysis is the process of studying jobs to gather, analyze, synthesize and report information about job responsibilities and requirements and the conditions under which work is performed. The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person Human Resources Management
- 8. Human Resources Management Job Analysis
- 9. Human Resources Management Job Role and Analysis
- 10. Human Resources Management Job Role and Analysis
- 11. Compensation • Job Analysis can be used in compensation to identify or determine: • skill levels • compensable job factors • work environment (e.g., hazards; attention; physical effort) • responsibilities (e.g., fiscal; supervisory) • required level of education (indirectly related to salary level) Selection Procedures • Job Analysis can be used in selection procedures to identify or develop: • job duties that should be included in advertisements of vacant positions; • appropriate salary level for the position to help determine what salary should be offered to a candidate; • minimum requirements (education and/or experience) for screening applicants; • interview questions; • selection tests/instruments (e.g., written tests; oral tests; job simulations); • applicant appraisal/evaluation forms; • orientation materials for applicants/new hires Human Resources Management WhyJobAnalysis
- 12. Performance Review • Job Analysis can be used in performance review to identify or develop: • goals and objectives • performance standards • evaluation criteria • length of probationary periods • duties to be evaluated Determining Training Needs • Job Analysis can be used in training/"needs assessment" to identify or develop: • training content • assessment tests to measure effectiveness of training • equipment to be used in delivering the training • methods of training (i.e., small group, computer-based, video, classroom...) Human Resources Management WhyJobAnalysis
- 13. Data Sources • Job incumbent • Supervisor or manager • Former jobholders • Job analyst • Subject matter experts (SMEs) • Industry resources • Professional organizations like SHRM / NHRD / NIPM/ NASSCOM / CII…….. • Observation • Work sample • Work diary • Interview • Questionnaire • Perform the job • Background records Human Resources Management http://www.yourarticlelibrary.com/hrm/job-analysis-methods-methods-of-data-collection-for-job-analysis/35245
- 14. Job Requirements Matrix Tasks KSAs Specific Tasks Task Dimensions Importance (% of time) Nature Importance to tasks (1-5) Human Resources Management
- 15. Job Description Human Resources Management www.onetonline.org
- 16. A job description is a written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties and the employee characteristics required to perform the job Human Resources Management http://eap.ucop.edu/Documents/_forms/job-description-prototype.pdf
- 17. Job Description The job description should include at least the following elements: – Job title – Job code – Job summary – Essential job duty task statements – Job context or any unusual element Human Resources Management https://www.onetonline.org/ O*NET OnLine has detaileddescriptions of the world ofwork for use by job seekers, workforce development and HR professionals, students,researchers, and more!
- 18. WHAT IS INCLUDED IN A JOB DESCRIPTION? Title – Communicates the level, responsibility and type of work. – Use titles that are common in your industry Employment status – Full-time, Part-time, Temporary Human Resources Management https://www.hr.uic.edu/UserFiles/Servers/Server_2716/File/d_hiring/guide_writing_jobdescriptions.pdf
- 19. WHAT IS INCLUDED IN A JOB DESCRIPTION? (CONT’D) Location: – Address and/or city where job will be located. – Include information if position does not report to a specific location. Duties/responsibilities: – List duties/tasks: • Major or minor • Include essential functions of the job – Include knowledge, skills and abilities necessary to perform job. – Incorporate decision-making requirements. – Add scope of authority (i.e., hiring/firing). – Include description of complex tasks. Human Resources Management
- 20. Human Resources Management Tasks | Technology Skills | Tools Used | Knowledge | Skills | Abilities | Work Activities | Detailed Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings | Additional Information
- 22. ACTION VERBS • Accumulate • Administer • Advise • Allocate • Approve • Collaborate • Collect • Communicate • Compile • Conduct • Consult • Counsel • Create • Delegate • Deliver • Develop • Direct • Distribute • Draft • Edit • Educate • Establish • Estimate • Formulate • Furnish • Gather • Guide • Interact • Invent • Issue • Manage • Market • Motivate • Negotiate • Obtain • Order • Participate • Plan • Present • Provide • Reconcile • Recruit • Research • Review • Solicit • Solve • Submit • Supervise • Supply • Test • Train • Translate Human Resources Management WHAT IS INCLUDED IN A JOB DESCRIPTION?
- 23. Job Specification Job specifications are the personal/individual requirements expected from the employee. They list any educational requirements, desired experience and specialized skills or knowledge required. Job specifications complement job descriptions.
- 24. Job Specification • The job specification should include at least the following elements: – Job title – Job code – Job summary – Knowledge required to perform job – Skills required to perform job – Abilities required to perform job – Education required – Experience required Human Resources Management
- 25. Job Specification • Expand Cognitive Abilities — Abilities that influence the acquisition and application of knowledge in problem solving • Expand Physical Abilities — Abilities that influence strength, endurance, flexibility, balance and coordination • Expand Psychomotor Abilities — Abilities that influence the capacity to manipulate and control objects • Expand Sensory Abilities — Abilities that influence visual, auditory and speech perception Human Resources Management
- 26. Performance Standards • Performance standards define the level of expected quality and quantity of work produced on the job • Standards must be consistent and reasonable • Performance standards help the employee gauge performance on the job Human Resources Management
- 27. Performance Standards • Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources • Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects • Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders Human Resources Management
- 28. Performance Standards • Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems • Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process • …….. Human Resources Management
- 29. Thanks !!! Lets move forward next time !!! hod-mba@acharya.ac.in [ CV ] R ; PhD – HR area ; FDP – Mgt- XLRI Work (HR); PhD - Management (area: HR) Organisational HRM PhD in Management Star NAAC University of India in Social Work- Human Resources 5 Star NAAC University of India Academic Work + years of Benchmark HR Teaching AICTE Career Awardee in HRD Accredited Management Teacher in HRD radise Best Teacher Award in Management Ideal Teacher Award ia and Deccan Herald Best Teacher Award Skills and Contribution Teaching 20 years Research 14 years Coaching 14 years Training 16 years Consultancy 08 years Mentoring 16 years Research Contribution 12 PhD work Awarded 14 M.Phil awarded earch Summer projects guided / Evaluated Human Resources Management