Job analysis and job design
Job Analysis is the process of collecting information about a job. The process of job analysis helps in the preparation of job description and job specification.
1. Job Description
This is the objective setting of the job title, tasks, duties and responsibilities involved in a job.
2. Job specification
This involves listing of employee qualifications, skills and abilities. These specifications are needed to do the job satisfactorily.
Job Description
Job Specification
A statement containing items such as:
Job title
Location
Job summary
Duties
Machines, tools and equipment
Materials and forms used
Supervision given or received
Working conditions
Hazards
A statement of human qualification necessary to do the job, usually contains such items:
Education
Experience
Training
Judgement
Initiative
Physical effect
Physical sickness
Responsibilities
Common skills
Emotional characteristics
Usually sensing elements such as sight, smell and hearing
Job analysis is the process of studying and collecting information relating to the specifications and responsibilities of a specific job.
It is systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of a job.
STEPS IN JOB ANALYSIS
1. Collecting and recording job information
2. Checking the job information for accuracy
3. Writing job descriptions based on the information
4. Using the information to determine the skills, abilities and knowledge that are required on a job.
5. Updating the information from time to time.
USES OF JOB DESCRIPTION AND JOB SPECIFICATION
Human resource planning
Performance appraisal
Recruitment and selection
Training and Development
Health and safety
Employee discipline
Work scheduling
Career planning
Job evaluation
Remuneration
Personal information
HUMAN RESOURCE PLANNING
Human resource planning determines how many and what type of personnel
1. Job Description
This is the objective setting of the job title, tasks, duties and responsibilities involved in a job.
2. Job specification
This involves listing of employee qualifications, skills and abilities. These specifications are needed to do the job satisfactorily.
Job Description
Job Specification
A statement containing items such as:
Job title
Location
Job summary
Duties
Machines, tools and equipment
Materials and forms used
Supervision given or received
Working conditions
Hazards
A statement of human qualification necessary to do the job, usually contains such items:
Education
Experience
Training
Judgement
Initiative
Physical effect
Physical sickness
Responsibilities
Common skills
Emotional characteristics
Usually sensing elements such as sight, smell and hearing
Job analysis is the process of studying and collecting information relating to the specifications and responsibilities of a specific job.
It is systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of a job.
STEPS IN JOB ANALYSIS
1. Collecting and recording job information
2. Checking the job information for accuracy
3. Writing job descriptions based on the information
4. Using the information to determine the skills, abilities and knowledge that are required on a job.
5. Updating the information from time to time.
USES OF JOB DESCRIPTION AND JOB SPECIFICATION
Human resource planning
Performance appraisal
Recruitment and selection
Training and Development
Health and safety
Employee discipline
Work scheduling
Career planning
Job evaluation
Remuneration
Personal information
HUMAN RESOURCE PLANNING
Human resource planning determines how many and what type of personnel