What is Job Analysis meaning in HRM?
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The document outlines the concept of job analysis, including its definition, process, and significance in human resource management (HRM). It details the methods and techniques for conducting job analysis, such as interviews, observations, and questionnaires, and discusses the components involved, including job descriptions and specifications. Additionally, it highlights the benefits of job analysis for HR functions like recruitment, training, and performance appraisal.
What is Job Analysis meaning in HRM?
- 1. Job Analysis
- 2. Flow of Presentation 1. Concept of Job Analysis - Meaning & its Definition 2. What is Job Analysis in HRM (Human Resource Management)? 3. How to Conduct a Job analysis? 4. Job Analysis Process & Steps 5. Job Analysis Methods & Techniques 6. Job Analysis Tools 7. Purpose or Objectives of Job Analysis 8. Benefits and Importance of Job Analysis
- 3. Job Analysis – Concept, Meaning & its Definition What is Job Analysis? It is a way to determine the d uties and responsibilities of t he employees Definition by Blum It is accurate study of various components of jobs, it is not only related with the analysis of duty and condition of work but also it provides informati on about individual qualificati on of the employee
- 4. What is Job Analysis in HRM? Job Description Job summary Job title Duties Resources Required Working Conditio n Job Specificati on Personal Information Professional information Abilities and skills Emotional state Medical history Job Analysis consist of two components- Job description and Job specification. •Job description is more focused towards task, duties and responsibilities •Job Specification is related to employees skills, abilities and professional information.
- 5. How to Conduct a Job analysis? Source of Data • Employees • Supervisor Data Collection Methods • Interview • Observation • Questionnair e Job Data • All job related and employee related informati on Preparation of Job Description • Task • Duties • Responsi bilities Preparation of Job specification • Professio nal and personal informati on of employee Functions of HR Department • All function of hiring and rewards Job Analysis starts with data collection and end with preparation of Job description and job specifications. It supports various HR functions.
- 6. Job Analysis Process & Steps Organization al Job Analysis • Information related to job is gathered at organizational level. Selection of sample job • A sample job is selected for detailed job analysis. Data collection • All job related data is collected using methods like interview, survey and observation. Job description • All the job related information which reforms the way job is performed Job specification • All employee related information determining who is the best fit for the job.
- 7. Job Analysis Methods & Techniques Data collection methods for Job analysis Observation Interview Actual performance of job Questionnair e Records Computerize d job analysis There are different data collecti on methods for job analysis- Observation, actual performance of job are time consuming. Questionnaire method is most preferred method along with co mputerized job analysis
- 8. Job Analysis Tools O*Net Model: simultaneously list all the data- Collects employees related data FJA Model: Functional job analysis- it is based on work oriented approach PAQ Model: Position analysis questionnaire listed in survey for employees Competency Model: Collect the expertise of employee. Job Scan: Works on personal dynamics
- 9. Purpose or Objectives of Job Analysis To determine efficient and effective method to execute a job To improve job satisfaction of employees To identify the needs of training and the core areas on which training should be given To develop a performance measurement system To match specification of employees with the job role they are offered during selection process. To provide standardized way to calculate the job compensation. To avoid ambiguity regarding the job duties and responsibilities of employee.
- 10. Benefits and Importance of Job Analysis Human Resource Planning: It helps to determine the no. of employees to be hired. Recruitment and Selection: It directs the hiring process by suggesting employee specification. Training and Development: It helps to determine the training need of employees Placement and Orientation: It supports the orientation program Job Evaluation: Job analysis is often linked to compensation. Performance Appraisal: It helps to design job standards and rewards linked with it Personnel Information: It provides all the information related to employees Health and Safety: It is suggest the ideal work conditions for the employees
- 11. To know more about Job Analysis and & detailed understanding about Human Resource Management and HR Functions. Please visit www.HRhelpboard.com