JOB ANALYSIS

muzzi_muzaffar

New member
INTRODUCTION

Job analysis is the process of collecting information about a position to be filled that helps to identify the Major Job Requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job.
Job analysis is the systematic analysis of an existing or proposed position or group of positions within an organization.



DEFINATION
• It is a process of collecting and studying detailed and systematic information relating to the operations and responsibilities of a specific job.

An important concept of Job Analysis is that ...


See attachment.. Also covers Job Analysis at 3g ..


Roll No

Name
Marks

105
Khushnuma Jamadar

107
Shazia Khan

110
Muzaffar Nawaz


131
Ronak Shaikh

143
Preeti Verma
 

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lucie

New member
Hi Great job done. I was about to complete a job analysis project. From your post I remembered I need to collect skill matrix too

Thanks
 

adiinty

New member
Introduction to Job Analysis
What Is Job Analysis?
Job analysis is the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs.
What job analysis is:
• It is a systematic method for gathering information
• It focuses on work behaviors, tasks, and outcomes
• It identifies the personal qualifications necessary to perform the job and the conditions under which work is performed
• It reports the job as it exists at the time of analysis; not as it was in the past nor as it exists in another organization
What job analysis is not:
• It is not an analysis of thought processes, attitudes, traits, or aptitudes
• It is not a time and motion study
• It is not an analysis of an individual position
Why Do Job Analysis?
• Job data obtained by job analysis serves a variety of organizational purposes and provides a basis for decision making.
• Job analysis serves as a legal compliance tool for EEOC and ADA
• Job analysis can be used to help organizations cope with change. In today's rapidly changing world, organizations need a flow of accurate and reliable information about the content and requirements of their jobs.
The OHR Compensation Study is using job analysis to meet these goals:
• Develop broader, more flexible job classifications
• Describe the work of the job family
• Identify and differentiate functions within the job family
• Develop a common language to describe work
• Aid in bargaining unit classification
• Conduct market studies of salaries
• Apply FLSA for exempt/nonexempt work
How Is Job Analysis Conducted?
Job analysts use a variety of job analysis methods to gather job information. Each methodology has advantages and disadvantages. Choosing a "best" method depends on the type of work being performed, the environment or employer, and the desired outcomes or applications of the analysis.

The OHR Compensation Study utilizes a task inventory approach that is developed in questionnaire format. Gathering information about the work being performed is a participative process in the study. A representative group of employees working in the jobs being studied are asked to describe their work. These individuals are referred to as subject matter experts (SMEs). The SMEs participate in a series of workshops to develop an inventory of tasks that describes their work and the related requirements and competencies.

The inventory is then developed into a questionnaire. This questionnaire is administered to all job incumbents to efficiently and accurately gather information and describe work. Individual profiles are generated to reflect the work of individuals, and the aggregate data provides the basis for other analysis.
Job Analysis Methods
Common methods of job analysis include the following:
Observation:
A trained observer observes a worker, recording what the worker does, how the work is done, and how long it takes. There are two types of observation: (1)Continuous observation involves observing a job over a given period of time. (2)Sampling involves observing several incumbents over random, relatively short periods of time. Observation is a simple and frequently used method of job analysis.
Interview:
A trained job analyst interviews a job incumbent, usually utilizing a standardized format. Sometimes more than one worker is interviewed, and the results are aggregated. Another variation is the group interview, where several incumbents are interviewed at the same time.
Critical Incident:
Behaviorally based critical incidents are used to describe work, and a job analyst determines the degree of each behavior that is present or absent in the job.
Diary:
The job incumbent records activities and tasks in a log as they are performed.
Checklist:
A worker or supervisor check items on a standardized task inventory that apply to the job. Checklists may be custom-made or purchased from an outside vendor.
Questionnaire:
There are two types of questionnaires: The structured questionnaire uses a standardized list of work activities, called a task inventory, that job incumbents or supervisors may identify as related to the job. In addition, the respondent may also identify additional information such as how much time is spent on the task, the amount of supervision required, and/or the expertise required. The open-ended questionnaire asks the job incumbent to describe the work in his or her own words.
Technical Conference:
Several experts (often called "subject matter experts") on the job collaborate to provide information about the work performed. A job analyst facilitates the process and prepares the job description based on the consensus of the technical experts.
In certain applications, two or more methods may be combined. An example is the observation-interview.
Advantages and Disadvantages of Job Analysis Methods
Method Advantages Disadvantages
Observation • Firsthand information.
• Simple to use.
• Verifies data from other sources.
• Useful for manual and psychomotor tasks. • Time consuming.
• May bias worker performance.
• Small sample size.
• Requires skilled observer.
• Validity & reliability may be problematic.
• Not useful for jobs consisting of mostly mental tasks.
Interview • Incumbent describes work.
• Can yield data about cognitive and psychomotor processes difficult to observe.
• Qualitative data can be examined.
• Works well for jobs with long job cycles. • Requires experienced interviewer and well-designed questions.
• Difficult to combine data from disparate interviews.
• Data gathered is subjective and should be verified.
• May elicit extraneous data.
Critical Incident • Analysis is based on concrete behavior. • Scales require some expertise to develop.
Diary • Collects data as events happen. • Consistent and continuous entries may be difficult to obtain.
• Data not in standardized format.
Checklist • Inexpensive.
• Easy to administer. • May not include all important parts of work.
Questionnaire • Does not require trained interviewer.
• Relatively less expensive.
• Can reach more workers.
• Data is standardized (structured). • May be difficult to construct.
• May have low response rate.
• Responses may be incomplete.
• Responses may be difficult to interpret (open-ended).
Technical Conference • Data from experience is superior to observation.
• Data is comprehensive.
• SME's chosen for expertise and competence. • SME's may have trouble breaking work into tasks and describing work.
• Time consuming.
• Differences in opinion need to be resolved to consensus.
 

divyanaidu

New member
all of the notes are taken from aswathappa...
:SugarwareZ-043:

INTRODUCTION

Job analysis is the process of collecting information about a position to be filled that helps to identify the Major Job Requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job.
Job analysis is the systematic analysis of an existing or proposed position or group of positions within an organization.



DEFINATION
• It is a process of collecting and studying detailed and systematic information relating to the operations and responsibilities of a specific job.

An important concept of Job Analysis is that ...


See attachment.. Also covers Job Analysis at 3g ..


Roll No

Name
Marks

105
Khushnuma Jamadar

107
Shazia Khan

110
Muzaffar Nawaz


131
Ronak Shaikh

143
Preeti Verma
 

jamescord

MP Guru
INTRODUCTION

Job analysis is the process of collecting information about a position to be filled that helps to identify the Major Job Requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job.
Job analysis is the systematic analysis of an existing or proposed position or group of positions within an organization.



DEFINATION
• It is a process of collecting and studying detailed and systematic information relating to the operations and responsibilities of a specific job.

An important concept of Job Analysis is that ...


See attachment.. Also covers Job Analysis at 3g ..


Roll No

Name
Marks

105
Khushnuma Jamadar

107
Shazia Khan

110
Muzaffar Nawaz


131
Ronak Shaikh

143
Preeti Verma

hey friend,

here i am sharing Job Analysis on staffing Management, so please download and check it.
 

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