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Showing posts with the label Job Analysis

Job Analysis | Methods of collecting job data | ways to conduct a job analysis

Job Analysis | Methods of collecting job data | ways to conduct a job analysis
There are several ways & methods to conduct a job analysis and to collect job-related data’s, including interviews with officials and supervisors. Generally speaking, work methods of analysis can be lengthy and time-consuming, and there is always a propensity on the part of the management to over-analyze certain jobs and under examine other few. (Meaning, definition, types of data collected by job analysis) Read more
The Traditional job analysis methods include: 1.One-on-one interviewing; 2.Behavioural event interviews; 3.Phone interviews; 4.Surveys; 5.Work assessments; 6.Developing a Curriculum (DACUM); 7.Job analysis worksheets; 8.Observations and procedural review.
All theseTraditional job analysis methods can be used to gather information for job analysis. The DACUM process has been viewed 

as the fastest method used, but it can still take more than 2 days to obtain an authenticated task list. (Uses &am…

Job Analysis| A foundation for the overall management of all HRM activities

Job Analysis| A foundation for the overall management of all HRM activitiesJob related data or information obtained from Job Analysis program has its impact on all functions of HRM activities. An effective use of Job analysis can enhance the success of all HR activities. Particularly, job analysis benefits an organization in laying the foundation for - human resource planning, employee hiring, training & development, performance appraisal, salary & wage fixation and safety & health etc. Job Analysis, a process of obtaining Job facts.The Job analysis process results in two groups of dataJob Analysis - Use and purpose

Human Resource Planning:Human resource planning determines as to how many and what type of resources will be required in the near future as per the business requirement. The number of headcounts and the type of personnel are determined by the jobs which need to be staffed. Informationrelated to job is, therefore, necessary for HRP.
Recruitment & Selection: The…

Job Analysis |A process of obtaining Job facts

Job Analysis |A process of obtaining Job factsJob analysis refers to the process of collecting job-related information. Job Analysis involves the collection of information that should include knowledge, skills and ability the incumbent should possess to discharge a job effectively. Knowledge may be understood as the extent to which the job holder is familiar with his or her job. Skill denotes to the specific capability to operate Machine/ system. This also includes information about the use of tools, equipment and machinery. Abilities refer to the physical and mental capacities needed to perform the task without the use of tools equipment and machinery.
TheJob analysis process results in two groups of data:(a)Job description indicates what all a job involves - task and responsibilities of that particular job position, job title, duties, machines, tools and equipment, what conditions and hazards form part of the job description. In short, “Job description defines the job position