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  1. Job Analysis Made Satria Pramanda Putra. A.Md., S.H., S.E., M.M. Chapter 3 , March 2023
  2. in a workgroup consisting of a department head, two secretaries, and four data processing operators, there are three jobs and seven positions. department head secretaries data processing operators
  3. Job Analysis Basics Managers should know what a job entails before deciding who to recruit and hire for it. So HRM really start with determining what the job entails. Definition Job Analysis is the procedure through which you determine the duties of company position and the characteristics of people to hire them. Information Job analysis produce information for: • writing job description (a list of what the job entails) and • job specifications (what kind of people to hire for the job)
  4. HR Manager normally collects one or more of the following type of information via job analysis: • Info about the job actual work activities, cleaning, selling, teaching. This list may also include how, why and when the worker performs each activity. Work Activities • Info about the human behaviors the job requires, like sensing, communicating, lifting weight, walking long distance. Human Behaviors • Info Regarding tools used, material processed, Machine, tools, equipment • Info about quantity or quality levels for each job duty. Performance Standards • Info about physical working condition, work schedule, incentives, number of people would normally interact. Job Context • Info such as knowledge or skill (education, training, work experience) and personal attributes (aptitudes, personality, interest) Human Requirements
  5. Job Analysis is important because it supports just about all HR Activities Job Analysis Job Description Job Specification Recruiting & Selection Performance Appraisal Compensation Training Help Manager decides what sort of people to recruit and hire Compare actual performance with job performance standards Compensation (salary, bonus) usually depend on the job require skill, edu level, responsibility, Job description lis the job specific duties and requisite skills, thus pin pointing what training the job requires
  6. Conducting a Job Analysis •Identify Step 1 •Review Relevant Information Step 2 •Select Representative Position Step 3 •Actually Analyze the Job Step 4 •Verify the job analysis information Step 5 •Develop Job Description & Job Specification Step 6 Identify the use to which information will be put because this will determine how you collect the information. (Interviewing good for JD. Questionnaire for compensation) Understand the Job Context. Such as process chart, that show the flows of input to output from a particular job Select sample position Basic summary of job, specific duties/task Confirm the info is correct and complete to SPV JD: List of task, activity; JS: summarizes personal qualities, trait, skill, background
  7. Method of Collecting Job Analysis Information Interview • Unstructured • Structured • (interviewee should be understand the reason, avoid tendency “efficiency evaluation” and “bias” Questionnaires • Structured Checklist; • Simply ask “describe the job” • (quick and efficient way to obtain info from large number of employee; and developing and testing (make employee understand can be time consuming) Obeservation • Observe the worker on the job during a complete work cycle. • (Take a notes, often use , combine with interview) Participant Diary/Log • Ask worker to keep a diary/log for every activity • (employee record their activity along with the time)
  8. Typical question Tell me about you job ? What is the job being performed ? What exactly are the major duties of your position ? What are the education, experience, skill, licensing requirements ? What are performance standard that typify your work ? What are your responsibilities? What are the health and safety Condition ? Are you exposed to any hazards or unusual working condition ?
  9. Writing Job Descriptions 1. Job Identification 2. Job Summary 3. Responsibilities and duties 4. Authority of Incumbent 5. Standards of performance 6. Working Conditions 7. Job Spesifications
  10. External link • Question Example https://hr.tsu.edu/forms-tools/ • Job Description & Spesification https://www.onetonline.org/find/all https://www.careerplanner.com/JobDescSearchTool.cfm