File Name: job design and recruitment .zip
Everything you need to know about job analysis. Job analysis is a systematic and detailed examination of jobs. It is a procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for their goal. It provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training.
Job analysis is a process of studying, examining and collecting detailed information relating to the components and various operations of job. It is a process of collecting and analysing data relating to a job. It is defined as the process of studying and collecting information relating to the operations and responsibilities of the specific job. The immediate products, of this analysis are Job description and Job specification. Meaning and Definition of Job Analysis 2. Concepts of Job Analysis 3.
Factors to be Considered in Collection of Data 4. Aspects 5. Information and Its Sources 7. Steps 8. Techniques 9. Questionnaire Competency Approach Uses Advantages Job analysis is a formal and detailed examination of jobs. It is a systematic investigation of the task, duties and responsibilities necessary to do a job. A task is a distinct work activity carried out for a distinct purpose.
Examples would include type a letter, preparing a lecture, or unloading a mail truck. A duty is a large work segment consisting of several tasks, related by some sequence of events that are performed by an individual. A position refers to one or more duties performed by one person in an organization. There are at least as many positions as there are workers in the organization. Job responsibilities are obligations to perform certain tasks and duties. Thus, job analysis is a procedure and a tool for determining the specified tasks, operations and requirements of each job.
It is a complete study of job, embodying every known and determinable factor, including the duties and responsibilities involved in its performance, the conditions under which the performance is carried on, the nature of the task, the qualities required in the worker and such conditions of employment as pay, hour, opportunities and privileges. It also emphasizes the relation of one job to others in the organization.
Thus, job analysis is a process of collecting information about the job. Thus, a job may be explained as a group of positions involving some duties, responsibilities, knowledge and skills. A job may include many positions. A position is a particular set of duties and responsibilities regularly assigned to an individual. Job descriptions are written statements that describe the:.
Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. Job description clearly identifies and spells out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
The best job descriptions are living, breathing documents that are updated as responsibilities change. The best job descriptions do not limit employees, but rather, cause them to stretch their experience, grow their skills, and develop their ability to contribute within their organization. The Human Resource Director Guide and managers the overall provision of Human Resources services, policies and programs for the entire company. The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and on-going development of a superior workforce.
The Human Resource Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues. It is a standard of personnel and designates the qualities required for an acceptable performance.
It is written record of the requirements sought in an individual worker for a given job. It refers to a summary of the personnel characteristics required for a job. It is a statement of the minimum acceptable human qualities necessary for the proper performance of a job.
Job design is the division of the total task to be performed into the manageable and efficient units- positions, departments and divisions-and to provide for their proper integration. The sub-division of work is both on a horizontal scale with different tasks across the organization being performed by different people and on the vertical scale, in which higher levels of the organization are responsible for the supervision of more people, the co-ordination of sub-groups, more.
The different factors to be considered while collection of job analysis data are:. Respondents at times tend to exaggerate the facts to show the complexity of their jobs and consequently their mastery over the same. Both exaggeration and hiding of facts will lead to erroneous data and hence care should be taken by the data collector that such bias do not occur.
Allaying all such fears and anxieties is very important to ensure correctness and consistency of data. Choosing a right data collection method is very important in conducting job analysis. Respondents tend to talk about their job aspects more which have occurred recently or they have been more involved in the recent past, while ignoring other dimensions. Interviewer must ensure that such errors do not occur and guide the respondents in overcoming this bias.
The commitment of the top management, line functions and finally of the HR department is paramount to ensure the success, of job analysis.
Job analysis establishes the structural- functional delineation of an organisation, according to the classical paradigm of administrative theory. Job analysis deals with responsibilities, defining roles, delineating scope and authority at each level of the organisation. It answers the important utilitarian call of optimizing organisational efficiency through maximising individual capabilities, as per the systems paradigm of organisational theory.
It basically deals with job study. It studies very detailed, specific and exhaustive on job. As per scientific management precepts, the job analysis describes work process in detail on physical demands at work, physical conditions of work and also human relations and behavioural.
Job analysis answers the important utilitarian call of optimising organisational efficiency through maximizing individual capabilities, as per the systems paradigm of organizational theory.
Job analysis is so important to HR managers that it has been called the building block of everything that personnel does. The fact is that almost every human resource management program requires some type of information that is gleaned from job analysis:.
The redesign requires detailed information about the existing job s. In addition, preparing the redesign is similar to analyzing a job that does not yet exist. As planners analyze human resource needs and how to meet those needs, they must have accurate information about the levels of skill required in various jobs, so that they can tell what kinds of human resources will be needed. Almost every employee hired by an organization will require training. Any training program requires knowledge of the tasks performed in a job, so that the training is related to the necessary knowledge and skills.
An accurate performance appraisal requires information about how well each employee is performing in order to reward employees who perform well and to improve their performance if it is below standard. Job analysis helps in identifying the behaviours and the results associated with effective performance. This allows them to guide individuals into jobs in which they will succeed and be satisfied.
The process of job evaluation involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures. If employees do not believe pay structures are fair, they will become dissatisfied and may quit, or they will not see much benefit in striving for promotions. To put dollar values on jobs, it is necessary to get information about different jobs and compare them. Job analysis is also important from a legal standpoint.
The government imposes requirements related to equal employment opportunity. These documents also provide evidence of efforts made to engage in fair employment practices. For example, to enforce the Americans with Disabilities Act, the Equal Employment Opportunity Commission may look at job descriptions to identify the essential functions of a job and determine whether a disabled person could have performed those functions with reasonable accommodations.
However, job descriptions and job specifications are not a substitute for fair employment practices. Besides helping human resource professionals, job analysis helps supervisors and other managers carry out their duties. The job analysis provides the following information:. Characteristics of the Job — Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc.
Job Duties Principal activities — A detailed list of the duties along with the probable frequency of occurrence of each duty. How a Job is done — Focus lies mainly on the nature of operations associated with the job. Required Personnel Attributes — Experience levels, trainings undertaken, apprenticeships, physical strength, coordination levels, mental capabilities, social skills, communication skills etc.
Job Relationships — Opportunities for advancement, working conditions, essential cooperation etc. There are mainly five sources of job information which are as follows:.
Other employees who know the job — This may include supervisors and foreman who may be given special training and be asked to analyse the job under their supervision. Independent observer — This is the person who observes the employee performing the job. Special job-reviewing committees or technically trained job analysts can be assigned the job and necessary information collected from them.
Interviews — Information may also be gathered through interviews of the people concerned. Job analysis involves different steps which are described below:.
Information processing, Job description and Job specification. Job analysis begins with determination of uses of job analysis. Job analysis has variety of uses.
HRM ensures the smooth functioning of an organisation. The process starts with formulating the right policies for the job requirements and ends with ensuring a successful business growth of the company. Therefore, HRM is an invisible agent that binds all the aspects of the organisation to ensure smooth progress. In this modern era, organisations have become more people-centric than ever — especially since this approach pays great dividends in terms of enhanced employee performance and lower attrition rates. Human Resource Management or HRM plays a key role in allowing employers and organisations to reach their objective. The functions of HRM hold great significance in the growth and overall development of the organisations. After all, when the employees grow and develop their skills, the organisation will automatically experience growth and expansion.
A major change has been observed in the world of work since s. The era of structured jobs, packed or fixed work schedules, male-dominated working culture and no family intruding started diminishing gradually. Companies and employees around the world faced dramatic effects of modernization, flexibility in work schedules, job sharing, work from home options and employee-supportive policies, etc. All thanks to the then managers who analyzed the importance of fitting an individual at a job he or she excelled at to increase the company turnover, employee satisfaction and achieve a professional-personal life balance. And all this was possible by analyzing the worth of a specific job and collecting genuine job-related data. A proper job analysis, hence, may prove to be a turning point for an organization. It not only creates the right job-candidate fit but also enhance the success of management practices, which in turn, lays the foundation for a strong organization.
The intention behind job analysis is to answer questions such as:. Effectively developed, employee job descriptions are communication tools that are significant in an organization's success. The main purpose of conducting job analysis is to prepare job description and job specification which would help to hire skilled workforce. Job description is a statement of information about duties and responsibilities of a particular job. Job Analysis can be used in performance review to identify or develop goals and objectives, performance standards, evaluation criteria, length of probationary periods, and duties to be evaluated. An ideal job analysis should include. The basic unit of a job is the performance of specific tasks and duties.
PDF | This study explores the effect of job design on employee engagement using the stoical exchange theory. The study employed Cochran.
Job design has never been more relevant. Jobs are changing faster than ever and new jobs are invented every day.
Everything you need to know about job design. Job design is the process of organizing work into the tasks required to perform a specific job. Job design involves the conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives.
Everything you need to know about job analysis. Job analysis is a systematic and detailed examination of jobs. It is a procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for their goal.
The main conclusion of the literature review is that job design, if effective, manages to stimulate employees' interest to work and to increase their job satisfaction.
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