1. JOB ORGANIZATION & INFORMATION

2. What is Job Analysis?

3. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

4. The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person. Job analysis continued….

5. To establish and document the ' job relatedness ' of employment procedures such as training , selection , compensation , and performance appraisal . Job analysis continued…. Purpose of Job Analysis:

13. PAQ Example of “Sources of Job Information” Job analysis continued…. Rate the extent to which each is used by the worker as a source of information in performing the job: Extent of Use: N - Does not apply 1 - Very infrequent 2- Occasional 3 - Moderate 4 - Considerable 5 - Very substantial 1.___ Written materials (books, reports, articles). 2.___ Quantitative materials (graphs, tables of numbers) 3.___ Measuring devices (calipers, tire pressure gauges, thermometers) 4.___ Features of nature (landscapes, geological samples, cloud formations)

16. What is Job Design?

32. Job Description

33. Job description is a written statement that defines the duties, relationships and results expected of anyone in the job. It is an overall view of what is to be done in the job. Typically it includes is a written statement that defines the duties, relationships and results expected of anyone in the job. It is an overall view of what is to be done in the job.

35. Job Specification

36. Job Specification is an analysis of the kind of person it takes to do the job, that is to say, it lists the qualifications. Normally, this would include is an analysis of the kind of person it takes to do the job, that is to say, it lists the qualifications.

38. Job Specification continued….

39. JOB EVALUATION

42. Process 1. Review JD for any updates. 2. Determine which tasks can be evaluated by peer, customer, self and head. 3. Evaluate JD based on the different job factors. 4. Assign points to each job factor per position. 5. Sum all points of each position to determine level. 6. Come up with salary structure based on the different levels. Job Evaluation continued….

44. ? Questions