For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper. Job description is a functional description of the contents what the job entails. It gives the worker opportunities for achievement, advancement,. It includes emotional constancy and elasticity. Like to whom they are reporting: senior, junior, etc. Job Evaluation: Job evaluation is a comparative process of establishing the value of different jobs in a hierarchical order. The job analysis is concerned only with the job and not with the job holders, but however, the information about the job is gathered from the incumbents.
The job description is basically an outline of how the job fits in to the company. Organizations now look at flexibility and expect the new hire to perform a wide range of diverse tasks. While it is the workers who are being interviewed, it is the specifications of their tasks that are in question and not them. These contents of the job specification are contained in Table 5. Collection of Data for Job Analysis: In this step, job data features of the job and required qualifications of the employee are collected. Excerpted from Start Your Own Business.
The aspects of the job being analyzed are: 1. Preparing Job Description: The job information collected in the above ways is now used to prepare a job description. As mentioned earlier Job Analysis is classified into two parts, Let us now discuss these two important parts: a. Aspects of Job to be Analyzed Remember, analyze the job and not the workers. In order for an organization to hire an employee with the best qualification necessary to perform the task needed for job, the organization uses the help of Industrial and Organization psychology. Like the job description, it includes the job title, whom the person reports to, and a summary of the position.
You can also look at LinkedIn to see how people describe their accomplishments in a job. Which of the following is the most appropriate use for a job description? Job Analysis typically only states the minimum requirements to perform the essential functions. A job specification could be considered a more precise job description that details the exact educational degrees, experience, skills, and requirements for a role. Manpower Training and Development Programmes : Training needs of a candidate can be decided according to the job specification details, and skills of the candidate can be developed in the required areas of job. Is the environment safe and reasonably comfortable? Similarly when we to another branch the job must be very similar to what he has done before. Health and Safety: Job analysis helps in identifying and uncovering hazardous conditions and unhealthy environmental factors such as heat, noise, fumes, dust, etc.
Study what available resources there are. Training is given in those areas which will help to improve the performance on the job. Once an accurate overview of a position is developed, employers should update the job description to match the results of the job analysis. What are the two nonquantitative job evaluation methods? Job Specification : The required qualities to perform a particular job by a candidate are described under the category of job specification. It is important to remember when conducting a job analysis that, unlike with a performance appraisal, it is the job that is being evaluated and not the person. Send a survey to as many incumbents as you can.
It also analyzes the employee relationships with internal or external people in order to perform well in a particular job. This is possible only after having adequate information about the jobs that need to be staffed. An important aspect in the Job Analysis is that the analysis is conducted on the job, a description or specification of the job, not a description of the person. Though there is no fool-proof process of making job analysis, following are the main steps involved in job analysis: 1. It is helpful in the preparation of job description and job specification. It is always better if the staff is communicated in a better way to make them understand that the data collected is for their own good.
Note whether the position requires progressively more complex and responsible experience, and supervisory or managerial experience. Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration, and ability to work under time pressure. Job Description and Job Specification are the two products of Job Analysis. It is concerned not only with an analysis of the duties and conditions of work, but also with the individual qualifications of the worker. It includes thorough study, observation, and reporting of what the job involves, qualifications of the job holder, working conditions, abilities, skills, competencies, duties, responsibilities, etc.
After the job worth hierarchy is built 2. Hence job analysis becomes important or advantageous. Employee development programmes like job enlargement, job enrichment, job rotation, etc. In most cases, these terms are used interchangeably and nearly always describe the same document. What best describes an important factor that should be considered when selecting a job evaluation strategy? For in-depth, step-by-step instructions for conducting a job analysis, please refer to Appendix G in the.