JOB ANALYSIS AND HUMAN RESOURCE PLANNING.ppt

JOB ANALYSIS AND HUMAN RESOURCE PLANNING Job Analysis: A Basic Human Resource Management Tool Definitions Job - Consists of a group of tasks that must be performed for an organization to achieve its goals Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization Definitions (Continued) Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization Job description – document providing information regarding tasks, duties, and responsibilities of job Job specification – minimum qualifications to perform a particular job Types Of Job Analysis Information Considerable information is needed, such as: Worker-oriented activities Machines, tools, equipment, and work aids used Job-related tangibles and intangibles Work performance Job content Personal requirements for the job Summary of Types of Data Collected Through Job Analysis Work Activities – work activities and processes; activity records (in film form, for example); procedures used; personal responsibility Worker-oriented activities – human behaviors, such as physical actions and communicating on the job; elemental motions for methods analysis; personal job demands, such as energy expenditure Machines, tools, equipment, and work aids used Job-related tangibles and intangibles – knowledge dealt with or applied (as in accounting); materials processed; products made or services performed Work performance – error analysis; work standards; work measurements, such as time taken for a task Job context – work schedule; financial and nonfinancial incentives; physical working conditions; organizational and social contexts Personal requirements for the job – personal attributes such as personality and interests; education and training required; work experience Sources of job analysis informaiton Manager Incumbent SME Job analyst DOT O*NET Job Analysis Methods Questionnaires PAQ Fun