When a job analysis is conducted; the criteria or competencies that are deemed necessary have been identified Price, 2004. Staffing plans are best managed and derived in large part by determining and knowing how many employees are required for particular positions, match qualifications with pay, while setting performance measures. Most companies will use a job analysis in training to help identify the equipment needed to train someone for the job, the method of training, and any assessment tests needed to measure how effective the training may be. In other words, it refers to the anatomy of the job. Also, the members who are included in the analysis and the methods to be used are identified. If you miss critical information, you could end up not paying an employee correctly, thus fostering employee discontent or hiring someone who lacks an essential skill needed for performing the job.
Managers deal such kinds of challenges in day-to-day company operations where they need to fulfill effectively and efficiently fulfill the organizations requirements related to human resource recruitment, selection, performance, satisfaction and cutting down and adding extra responsibilities and duties. Cognitive Task Analysis Develop a model of the task. Questionnaire method is where a survey form with both objective and open ended questions will be given to the job holders to fill. This analysis answers questions about what knowledge or information is used on this job. This document may be used, among others, during the recruitment process in order to , , etc.
The format of job descriptions may be general purpose or special purpose. Special purpose formats cover fewer topics, but the topics covered are analyzed in more depth. Job specification simply identifies the experience, qualification, skills, abilities and knowledge, personal qualities and special requirements needed to perform the job successfully Stone. Designing and managing human resource systems. This helps ensure that the training which is developed will include relevant links to the content of the job. It is generally based on a job analysis and allows for the introduction of a new compensation system. This information comes from manuals, documents, or regulations.
It also helps in chalking out training and development programs. Job worth is typically determined by evaluating or rating jobs based on important factors such as skill level, effort, responsibility, and working conditions. Observation Method: In this method the job analyst observes the employees work and records all the tasks that are performed and also those that are not performed. So, before executing any method, all advantages and disadvantages should be analyzed because the data collected through this process serves a great deal and helps organizations cope with current market trends, organizational changes, high attrition rate and many other day-to-day problems. Are there adequate resources financial and personnel? The information provided by a job analysis serves as the basis for job worth evaluations. Whatever the purpose identified, it is vital to obtain top management support. You can also look at LinkedIn to see how people describe their accomplishments in a job.
Expected performance levels are often specified during a job analysis. If the purpose were to develop a written employment test to assess applicants' knowledge of the job, the analyst should target information about the specific tasks of the job and the knowledge required to perform each task i. Job description is a written statement that describes the tasks, duties and responsibilities that need to be discharged for effective job performance. Requirements: The knowledge, skills, and abilities required to perform the job should be clearly listed. Developing Job Descriptions and Job Specifications At this stage the job analysts will prepare draft job descriptions and job specifications. Are there changes to policies, procedures, software, or equipment that require or necessitate training? Also, they may write the job descriptions and job specifications to reflect what they do and what their personal qualifications are, not what the job requires. It is not about the person doing the job or the performance of an employee doing the specific job function.
Job requirements identify the formal qualification, knowledge, skills, abilities and personal characteristics that employees need to perform the content of the job in a particular situation. Interview method suggest that an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers Nankervis. Tools and Equipment: Some duties and tasks are performed using specific equipment and tools. Further it also makes the job look interesting and specialized. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation. Job description is a functional description of the contents what the job entails.
Maintaining and Updating Job Descriptions and Job Specifications Once job descriptions and specifications have been completed and reviewed by all appropriate individuals, a system must be developed for keeping them current. A Job Analyst: Even in small companies where employees wear various hats, it is critical to have a properly trained Jobs Analyst. Job analysis information may be divided into three categories: job content, job context, and worker requirements. Sometimes companies will happily share information about their job descriptions. They can also be used in employee performance appraisals.
Open-ended questions ask respondents to provide their own answers to the questions. If you're asked to list your current responsibilities for a job analysis, be thorough with the information you provide. Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance. It is always better if the staff is communicated in a better way to make them understand that the data collected is for their own good. Use this sample and update it per your companies policies and job responsibilities. If performance is below expectations, can training help to improve this performance? Then, work with management to add the proper tasks to the proper job analysis. These items need to be specified in a Job Analysis.
However, it may not always be the best solution. This information, in the form of job description and specifications, helps management decide what sort of people to recruit and hire. It includes emotional constancy and elasticity. This portfolio contains a research of job analysis and job description followed by a job interview and a job description of a ……………………… Human resource manager to obtain a proper understanding and learn about them. Sometimes duties and responsibilities are also listed for particular skills and their incidence of occurrence. A successful training needs analysis will identify those who need training and what kind of training is needed.