16170042 job-analysis-ppt
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Job analysis is a systematic process of collecting information about the tasks, duties, responsibilities, and requirements of a job. It involves determining the purpose, processes, and types of information collected through methods like observation, interviews, questionnaires, and expert panels. The outcomes of job analysis are used to create job descriptions, specifications, and evaluations. Job descriptions outline the duties and responsibilities of a role, specifications list the minimum qualifications, and evaluations determine the relative value and compensation of jobs. Questionnaires are a common and cost-effective method used to collect job analysis data, especially from large numbers of employees.
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The document discusses job analysis, a process that determines job duties and the characteristics of individuals to hire for those roles. It covers steps in job analysis, methods of information collection, and the components of job descriptions and specifications. The primary aim of job analysis is to help in recruitment, performance appraisal, training, and ensuring equal employment opportunities.JOB ANALYSIS AND JOB EVALUATION (Nursing Management)
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The document discusses the importance of job analysis and job evaluation in organizations, outlining their roles in defining job responsibilities, required skills, and the value of jobs to the organization. It details various methods for conducting job analysis, including observation, individual interviews, and structured questionnaires, as well as frameworks for job evaluation that help establish fair compensation. Overall, job analysis and evaluation are critical for organizational structure, human resource planning, and performance management.Job analysis l5
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The document provides information on job analysis including:
- Defining job analysis as the process of systematically investigating the tasks, duties, responsibilities, and skills required for a job.
- Methods for collecting job analysis data include interviews, questionnaires, observation, and logs/diaries.
- The outcomes of job analysis are job descriptions, which outline the duties and responsibilities of a role, and job specifications, which define the qualifications and skills required for a role.
- Job analysis is used for recruitment, selection, placement, training, performance management, and other human resource processes.Job analysis
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Job analysis is the systematic process of collecting information about the duties, responsibilities, skills, and qualifications required to perform a specific job. It involves studying job duties, working conditions, relationships, and the skills, education, and training required. The outcomes of job analysis include job descriptions, which summarize the tasks and responsibilities of a job, and job specifications, which outline the qualifications needed to perform the job. Job analysis provides important information for recruitment and selection, performance appraisal, training, compensation, and other human resource functions.Chapter 3 job analysis
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This document summarizes key aspects of conducting a job analysis, including:
- Job analysis involves systematically exploring the tasks, duties, skills and conditions of a job.
- Common methods of job analysis include observation, interviews, questionnaires and technical conferences.
- The results of job analysis include job descriptions, specifications and evaluations, which are used for recruitment, selection, training and compensation.ACQUISITION OF CORPORATE HUMAN RESOURCES.pptx
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Job analysis is the systematic process of gathering and documenting detailed information about a job, including tasks, responsibilities, and required skills, to inform various HR activities such as recruitment, training, and performance appraisal. It consists of stages like information gathering, competency determination, and the creation of job descriptions and specifications. Job design further categorizes tasks and methods, emphasizing a holistic approach to job structuring, which includes considerations for both technical and social aspects of work.Job analysis ccp
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Job analysis is the systematic process of collecting information about jobs within an organization. It involves determining the tasks, duties, responsibilities, and skills required for each job. There are several methods for conducting job analysis, including interviews, questionnaires, observation, diaries/logs, and technical conferences. The key outcomes of job analysis are job descriptions, job specifications, and job evaluations. Job analysis provides important information for human resource functions like recruitment, selection, performance management, training, development, and compensation.Jobanalysis
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The document discusses job analysis, which involves determining the duties, skills, and qualifications required for a particular job. It describes the common steps in conducting a job analysis and methods for collecting job information, such as interviews, questionnaires, observation, and diaries. The results of a job analysis include a job description listing duties and responsibilities, and job specifications outlining required qualifications. The document also provides guidance on writing job descriptions and specifications.Job Analysis and Recruitment and Selection
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The document discusses the process of job analysis, which systematically explores job duties, responsibilities, and required competencies to develop job descriptions and specifications for recruitment, training, and performance management. It details various methods of job analysis, including observation, interviews, and questionnaires, as well as the purpose behind creating accurate job descriptions and specifications that guide recruitment and selection processes. Additionally, it outlines the stages of recruitment, selection methods, and the importance of aligning candidate skills with job requirements to ensure organizational success.Job analysis and description
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The document discusses job analysis, which involves systematically studying and documenting the tasks, responsibilities, skills, and working conditions of a specific job. It outlines the key components of job analysis including job description, job specification, and job evaluation. Methods for conducting job analysis such as observation, interviews, and questionnaires are also reviewed. The results of job analysis are used for various human resource functions like recruitment, performance management, and compensation.Unit 2 talent management
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The document discusses talent acquisition and job analysis. It defines talent acquisition as the process employers use for recruiting, tracking, interviewing, and onboarding employees. It notes the difference between recruitment and talent acquisition, with the latter focusing more on long-term strategic hiring. The document then discusses what a job is and defines job analysis as the process of collecting information about a job. It outlines the purposes and methods of job analysis, including job description and specification. Finally, it discusses trends in talent acquisition such as diversity hiring, use of technology, focus on candidate experience, online presence, and talent rediscovery.HRM .pptx
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This document discusses the process of job analysis. It begins by defining job analysis as the process of collecting information about the duties, responsibilities, skills, and work environment required for a particular job. It then outlines the key steps in job analysis, which include: 1) studying the job in relation to the organization, 2) selecting representative jobs to analyze, 3) collecting data through methods like observation and interviews, 4) developing a job description, 5) developing a job specification, and 6) reviewing and updating the information periodically. The main purpose of job analysis is to gather and analyze data related to jobs in order to develop accurate job descriptions and specifications.Job analysis
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The document discusses job analysis which is defined as the process of determining and recording all pertinent information about a specific job. It provides key inputs for HR activities like recruitment, selection, training and performance appraisal. The common methods of job analysis include observation, interviews, questionnaires, and the critical incident technique. The main outputs of job analysis are the job description which describes the tasks and responsibilities of a role, and the job specification which outlines required qualifications and competencies. Job analysis is used for various HR and business purposes such as staffing, training, compensation, and succession planning.Job analysis
Job analysisPrakash Krishnamoorthy
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The document discusses job analysis and defines it as the process of studying and collecting information about the tasks, duties, skills, and responsibilities of a specific job. It provides definitions of job analysis from several authors and notes that the goal is to precisely identify the tasks, knowledge, skills, and conditions required to perform a job. The document also states that job analysis is used to gather information about jobs and discusses several topics related to job analysis, including terminology, the process, uses, and methods of collecting job analysis data.Ad
16170042 job-analysis-ppt
- 2. Job Analysis Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information.
- 4. Process of Job analysis
- 5. Types of Job analysis Information Work Activities: Machines, Tools, Equipments and Work Aids used Personal requirements Job context
- 6. Outcomes of Job Analysis The information obtained from job analysis is classified into three categories. Job description Job specification Job evaluation
- 7. Job Description A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. The job description is based on objective information obtained through job analysis. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with the stated duties.
- 8. Example of Job Description JOB TITLE:_____ OCCUPATIONAL CODE: ________ REPORTS TO:___ JOB NO. : ___________________ SUPERVISES:___ GRADE LEVEL: _______________ AS ON DATE :_________ FUNCTIONS: ____________________________________________________________ __________________________________________ DUTIES AND RESPONSIBILITIES: ____________________________________________________________ __________________________________________ JOB CHARACTERISTICS: ____________________________________________________________ __________________________________________
- 9. Job specification Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required
- 10. Example of Job Specification JOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: ____________________________________________________________ ____________________________________________________________ APPEARANCE: ____________________________________________________________ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: ____________________________________________________________ ____________________________________________________________ SPECIAL KNOWLEDGE &
- 11. Job Evaluation Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration. If an organization is to have an equitable compensation program, jobs that have similar demands on terms of skills, education and other characteristics should be placed in the common compensation groups.
- 12. Methods of Collecting Job Analysis Data Observation Performing the job. Critical incidents Interview- individual & group Panel of experts Diary method Questionnaire Structured Unstructured
- 13. Methods of collection Job description data Diary/log books Observation Interview Questionnaire: Structured Unstructured
- 14. Which method to use ? Factors to be considered before choosing the method of collecting data are: No. of job/employees to be considered. Time limit Cost factors Education levels of incumbents Type of data required.
- 15. Questionnaires Unstructured format is more useful when: Questions are open ended. Questions that probing The number of incumbents is less Roles are unclear Structured more useful when: The jobs are fixed and duties extremely
- 16. Which questionnaire to use ? An optimum combination of structured as well as unstructured questions can lead to the best questionnaire. A questionnaire is the best alternative to interviewing a large number of employees. It is much more cost effective.
- 17. Thank You. Have a nice day!