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HR Job Description/Analysis
Terms in this set (13)
Functional Job Analysis
Captures what employees do in relation to three broad work categories, poeple, data, and things; involves writing detailed task statements
Position Analysis Questionnaire
194 tasks; a questionnaire covering 194 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job
Critical Incident Method
Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective
A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.. It typically includes job specifications that include employee characteristics required for competent performance of the job.
Quantitative analysis to ensure that the right number and sort of people are available when needed
Ensuring the availability of people with the right type of attitudes and motivation who are committed to the organisation and engaged in their work and who behave accordingly
Process of obtaining information about jobs
by determining what the duties, tasks,
or activities of jobs are
Purpose of job analysis
Job Analysis can be used in training&development to identify or develop:
-assessment tests to measure effectiveness of training
-equipment to be used in delivering the training
-methods of training (i.e., small group, computer-based)
Job Analysis can be used in compensation to identify or determine:
-compensable job factors
-work environment (e.g., hazards; attention; physical effort)
-responsibilities (e.g., fiscal; supervisory)
-required level of education (indirectly related to salary)
Job Analysis can be used in selection procedures to identify or develop:
-job duties that should be included in advertisements of vacant positions; appropriate salary level for the position to help determine what salary should be offered to a candidate
Job Analysis can be used in performance review to identify or develop:
-goals and objectives
Performing Job Analysis
Step 1: Select jobs to study
Step 2: Determine information to collect
- Skill requirements
Step 3: Identify sources of data
Step 4: Methods of data collection
- Critical Incident
- Diary and Records
Step 5: Evaluate and verify data collection
- Other employee
Step 6: Write job analysis report
Broadening the scope of a job by expanding the number of different tasks to be performed.
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.
General Guidelines for job description
Identification : Must be confined to those duties, responsibilities and qualifications specifically relating to the job.
Precision : Must be precise and use specific terms. Its statements must be clear and in layman's language, aimed at defining each function fully and showing where the duties of the job end and those of other related job begin.
Conciseness : Descriptions may vary in length depending upon the content and requirement of the job, but emphasis should be placed on brevity, conciseness and the elimination of tedious details.
Organization : The information must be organized and presented in a logical sequence. Related tasks should be grouped under one function.
Coordination : The Job Description must be prepared, not in isolation, but in close coordination with the other jobs in the organization.
Standardisation : Each job must be described in a uniform manner and presented on the Job description Form. The style and terminology used in the Job Description should conform to an established pattern or standard.
Key elements of job description
Job Title :
- Indicates job duties and organizational level.
Job Identification :
- Distinguishes job from all other jobs.
Job Duties :
- In the order of importance or time required
- Indicate responsibilities entailed and results to be accomplished.
Job Specifications :
- Skills required to perform the job
- Physical demands of the job
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