HR's basic function is to recruit ..recruit and again recruit .. We hire , attrition occurs and we re-hire...Every thing is to hire and retain employees...But wait do we know who we want and for what we want him/her.. To reach to this very point we do job analysis..
Job analysis : Is analysing the job . Its a job document the company prepares to lure the talent.Just like we create our resume to lure good organizations and good profile.
It's like getting married ..Looking for a girl :First thing even before seeing the girl is what type of girl I want : her looks, qualification, family background . This is the job specification in case of Job analysis , telling us about our pre-requisites on the basis of which a consultant ( here a marriage consultant) does the initial match making.
(b) Functional Job Analysis
(c) Work Profilling System
(d) Fisherman Job Analysis Method
(e) MOSAIC Model
(f) Common Metric Questionnaire
2. Observation - Via time and motion study, general/direct observation technique, critical incident technique one can analyze the job. General observation will help us determine general job characteristics while time and motion study is in-depth role analysis including the time devoted by a person/role holder to complete the particular responsibility of his/her job.
Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Though they employ the same method, these methods differ in terms of who does the observing, what is observed, and how it is observed.
Direct observation. Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. The observer either takes general notes or works from a form which has structured categories for comment. Everything is observed: what the worker accomplishes, what equipment is used, what the work environment is like, and any other factors relevant to the job. Direct observation methods have certain natural limitations for job analysis purposes. First, they cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Second, observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. Thus, observation methods provide little information on which to base job specifications.
Work methods analysis. A sophisticated observation method, work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. These methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. Two types of work methods analysis are time and motion study and micro-motion analysis. In time and motion studies, an industrial engineer observes and records each activity of a worker, using a stopwatch to note the time it takes to perform separate elements of the job. Micro-motion analysis uses a movie camera to record worker activities. Films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. Such data are especially useful for developing training programs and setting pay rates.
The critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior. The following information should be recorded for each "critical incident" of behavior: (1) what led up to the incident and the situation in which it occurred; (2) exactly what the employee did that was particularly effective or ineffective; (3) the perceived consequences or results of the behavior; and (4) a judgment as to the degree of control an employee had over the results his or her behavior produced (to what degree should the employee be held responsible for what resulted
3. Other Methods : Other Methods are essay writing, diary writing by the employee himself of his work .Task incentory method, Competency Profilling.
The above methods are generally used . But, the method usually used is copy pasting from already existing job descriptions for the role on internet and by doing organization comparitive analysis for job specification - by benchmarking.
Job analysis : Is analysing the job . Its a job document the company prepares to lure the talent.Just like we create our resume to lure good organizations and good profile.
It's like getting married ..Looking for a girl :First thing even before seeing the girl is what type of girl I want : her looks, qualification, family background . This is the job specification in case of Job analysis , telling us about our pre-requisites on the basis of which a consultant ( here a marriage consultant) does the initial match making.
Job Description is what the candiate will be expected to do when he/she after joining the organization.
Let's suppose I am a recruiter , and I am looking for a profile through job portal.First thing I will enter will be the designation of the candidate, his experience and industry , eductional qualification and broad role (i.e HR, Sales, Finance etc.). Then after resumes appear I will look for resumes with organizations which are suitable for the industry I am recruiting for . Next, in the resume of any person I will look whether he/she is performing the role I am recruiting for .
HOW DO WE ANALYZE JOB
1. Questionnaire - Questionnaire has 6 different forms :
(a) PAQ (Position Analysis Questionnaire) :PAQ model developed by McCormick, Jeanneret, and Mecham (1972), is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics.It consists of 195 job elements that describe generic human work.
- Interpersonal activities (36 elements),
- Work situation and job context (19 elements, and
- Miscellaneous aspects (41 elements)
- Information input (35 elements),
- Mental processes (14 elements),
- Work output (49 elements),
(c) Work Profilling System
(d) Fisherman Job Analysis Method
(e) MOSAIC Model
(f) Common Metric Questionnaire
2. Observation - Via time and motion study, general/direct observation technique, critical incident technique one can analyze the job. General observation will help us determine general job characteristics while time and motion study is in-depth role analysis including the time devoted by a person/role holder to complete the particular responsibility of his/her job.
Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Though they employ the same method, these methods differ in terms of who does the observing, what is observed, and how it is observed.
Direct observation. Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. The observer either takes general notes or works from a form which has structured categories for comment. Everything is observed: what the worker accomplishes, what equipment is used, what the work environment is like, and any other factors relevant to the job. Direct observation methods have certain natural limitations for job analysis purposes. First, they cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Second, observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. Thus, observation methods provide little information on which to base job specifications.
Work methods analysis. A sophisticated observation method, work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. These methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. Two types of work methods analysis are time and motion study and micro-motion analysis. In time and motion studies, an industrial engineer observes and records each activity of a worker, using a stopwatch to note the time it takes to perform separate elements of the job. Micro-motion analysis uses a movie camera to record worker activities. Films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. Such data are especially useful for developing training programs and setting pay rates.
The critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior. The following information should be recorded for each "critical incident" of behavior: (1) what led up to the incident and the situation in which it occurred; (2) exactly what the employee did that was particularly effective or ineffective; (3) the perceived consequences or results of the behavior; and (4) a judgment as to the degree of control an employee had over the results his or her behavior produced (to what degree should the employee be held responsible for what resulted
3. Other Methods : Other Methods are essay writing, diary writing by the employee himself of his work .Task incentory method, Competency Profilling.
The above methods are generally used . But, the method usually used is copy pasting from already existing job descriptions for the role on internet and by doing organization comparitive analysis for job specification - by benchmarking.
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