HRM - JOB ANALYSIS AND TECHNIQUES
JOB ANALYSIS AND TECHNIQUES
Submitted for the Course
HUMAN RESOURCE MANAGEMENT
IN
SEMESTER I
MASTER OF COMMERCE PROGRAMME
OF THE
UNIVERSITY OF MUMBAI
BY
UNDER THE GUIDANCE OF
2013 – 2014
DECLARATION
I hereby declare that this project report entitled “Job Analysis & Techniques” which is being submitted in partial fulfilment of the requirement of the course on Economics of Global Trade and Finance leading to the award of the ‘Master of Commerce Degree” by the University of Mumbai is the result of the research carried out by me under the guidance and supervision of Prof. Vinima Gambhir.
I further declared that I have not previously submitted this project report to any other institution/university for any other degree/ diploma or for any other person.
Date:
Place: Mumbai Signature of Student
CERTIFICATE
It is certified that this project project title has been prepared and submitted by Vadakkan Justin James (roll no.9015) of student under my guidance during the academic year 2012-2013.
Date: Signature
(Dr. ________________)
Place: (Associate Professor)
Signature of the Signature of the Signature of the Internal Examiner External Examiner Principal
EXECUTIVE SUMMARY
Job analysis is the important process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the
Submitted for the Course
HUMAN RESOURCE MANAGEMENT
IN
SEMESTER I
MASTER OF COMMERCE PROGRAMME
OF THE
UNIVERSITY OF MUMBAI
BY
UNDER THE GUIDANCE OF
2013 – 2014
DECLARATION
I hereby declare that this project report entitled “Job Analysis & Techniques” which is being submitted in partial fulfilment of the requirement of the course on Economics of Global Trade and Finance leading to the award of the ‘Master of Commerce Degree” by the University of Mumbai is the result of the research carried out by me under the guidance and supervision of Prof. Vinima Gambhir.
I further declared that I have not previously submitted this project report to any other institution/university for any other degree/ diploma or for any other person.
Date:
Place: Mumbai Signature of Student
CERTIFICATE
It is certified that this project project title has been prepared and submitted by Vadakkan Justin James (roll no.9015) of student under my guidance during the academic year 2012-2013.
Date: Signature
(Dr. ________________)
Place: (Associate Professor)
Signature of the Signature of the Signature of the Internal Examiner External Examiner Principal
EXECUTIVE SUMMARY
Job analysis is the important process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the
References: b c d Muchinsky, Paul M. (2012). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press, Inc. ISBN 978-0-578-07692-8. Wilson, M. (2007). A history of job analysis. In L. Koppes, Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum Associates Hartley, D.E Franklin, M. (2005). Guide to Job Analysis. American Society for Training and Development. Schneider, B. and Konz, A. M. (1989), Strategic job analysis. Hum. Resour. Manage., 28: 51–63. Viteles, M.S. (1922). Job specifications and diagnostic tests of job competency designed for the auditing division of a street railway company. Psychological Clinic. 14, 83-105. Wilson, M. (2007). A history of job analysis. In L. Koppes, Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum Associates. Robinson, M. "What is Job Analysis?". Institute of Work Psychology. Retrieved April 18, 2012. Cascio, W. F., & Aguinis, H. (2005). Applied Psychology in Human Resource Management Fleishman, E.A Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2007). Job and work analysis: methods, research and applications for human resource management (2nd ed.). Thousand Oaks, CA: Sage. Schmitt, N.; Fine, S. A. (1983). "Inter-Rater Reliability of Judgements of Functional Levels and Skill Requirements of Jobs Based on Written Task Statements". Journal of Occupational Psychology 56(2): 121–127. "People Fitting Positions" Peterson, N.G., Mumford, M.D., Borman, W.C., Jeanneret, P.R., & Fleishman, E.A. (Eds.) (1999). An occupational information system for the 21st century. Washington, D.C: American Psychological Association. Hartley, D.E. (1999). Morsh, J. E. (1964), Job Analysis in the United States Air Force. Personnel Psychology, 17: 7–17. Premeaux, Shane R., Noe, Robert M., & Wayne, Mondy R. (2002). Human Resource Management (8th ed). Upper Saddle River, N.J.: Prentice Hall. Hartley, D.E. (1999). Job analysis at the speed of reality. Amherst, Mass.: HRD Press. The JASR method of job analysis is based on four principles. Bohlander, G., & Snell, S. (2009). Managing human resources. Independence: Cengage Learning. Fleishman, E.A. (1964). The Structure and Measurement of Physical Fitness. Princton, NJ:Prentice-Hall. Fine, Sidney A. & Cronshaw, Steven F. (1999). Functional job analysis: A foundation for human resources management. Erlbaum: Mahwah, NJ.