Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job.
Articles on Job Analysis & Design
Job Analysis plays an important role in recruitment and selection, job evaluation, performance appraisal, compensation management and job designing and redesigning.
An effective and right process of analyzing a particular job is very important. The article discusses in detail about the steps involved in Job Analysis Process.
Before starting to conduct a job analysis process, it is very necessary to decide what type of content or information is to be collected and why. The information collected falls under three different categories - job content, job context and job requirements.
Selecting an appropriate job analysis method depends on many factors like - structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it.
There are various tools and techniques such as O*Net model, PAQ model, FJA model, F-JAS model and competency model that help HR managers to develop genuine job description and job specification data.
No process can be entirely accurate and fully serves the purpose. Job analysis is no exception to it. The process of job analysis have lot of problems associated with it.
The topic discusses about the advantages and disadvantages of job analysis process in detail.
Proper Job Analysis helps in creating the right job-candidate fit. Let us study in detail on how to establish effective hiring strategies with the help of Job Analysis.
Job analysis demonstrates who can fit at a particular place and why. Strategic HRM is basically concerned with the strength, weakness, opportunities and threats of an organization.
Total Quality Management stresses on continuous improvement of management processes as well as employees. Whereas, Job Analysis Process is conducted to determine what an employee is supposed to do and how to do those activities.
Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard.
The purpose of job description depends on the level of details the job findings include. Lets study in detail about the general and specific purposes of Job Description.
Job design follows job analysis. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same.
JobDesign integrates job responsibilities and qualifications/skills that are required to perform the same. There are various approaches to do this. Like - Human Approach, Engineering Approach and Job Characteristics Approach.
There are a number of issues while designing the jobs in organizations. Issues like - Telecommuting/Work from Home, Job Sharing, Flexi-Working Hours, Alternative Work-Patterns and Technostress.
The various factors that affect a job design can classified under three major heads - organizational factors, environmental factors and behavioural factors.
The main objective of conducting job redesigning is to place the right person at the right job and get the maximum output while increasing their level of satisfaction.
Job analysis is the process of identifying and determining in detail contents of a particular job whereas job evaluation specifies the relative value or worth of each job in an organization. Lets understand the concept of job analysis and job evaluation in detail.
Job Evaluation is the process of evaluating and determining the value of the job for an organisation. There are mainly 5 Principles of Job Evaluation. Lets understand these principles in detail.
Job classification is a scheme of classifying a job according to the current responsibilities and duties associated with the job. There are various methods available for classifying jobs and often these vary across organisations and the industries.
Job Rotation is a management approach where employees are shifted between two or more jobs at regular intervals of time in order to expose them to all verticals of an organization.
Job rotation is considered as an effective tool for successful implementation of HR strategy. Lets understand the benefits of job rotation in detail.
Employees do not agree to job rotation as they basically do not understand the process and most importantly the importance of job rotation. Let us go through few tips for a successful job rotation.
Planning is very crucial in job rotation. The entire process of job rotation needs to be planned and implemented in a step by step manner.
Job rotation is a process which enables individuals to know and work beyond their domain and also gain from other team members expertise and knowledge. The article discusses few disadvantages of job rotation.
Job Enrichment is the process of making a job more interesting, challenging and satisfying for the employees. Typically it involves combining various existing and new tasks into one large module of work.
Job Enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. Lets understand the benefits of job enlargement.
Every individual aspires to grow professionally and reach the pinnacle of success within the shortest possible time frame. Lets discuss the importance of job rotation, enrichment and enlargement in career growth of an individual.
Smart Job Rotation policies can enhance organizational and employee effectiveness. Moreover, job rotation can help reduce attrition as well as actualize synergies within the organization. Having said that, mere job rotation alone would not help and what is needed is a well thought out and implemented rotation policy that is not held hostage by personal agendas and politics. Apart from this, Smart Job Rotation must be done to ensure that the interests of all stakeholders are in alignment with the larger organizational goals and needs.
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