The concept of performance appraisal. The management may take corrective measures to minimize the chances of risks to ensure safety to workers and avoid unhealthy conditions. Step 1- Identify Purpose of Job Analysis: First of all we should identify the purpose of job analysis. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. It is helpful in organisation planning, for it defines labour needs in concrete terms and co-ordinates the activities of the workforce, and clearly divides duties and responsibilities. This part of information includes specific operations and tasks to be performed by the typical worker including their relative timing and importance, their simplicity, routine or complexity, the responsibility for others, etc. As Patten (1982) argues, … If we use internal analyst then we have to give them appropriate training so that they can use the selected methods of job analysis in an efficient and effective way. The managers hate employee reviews because they don't like to sit in judgment about an employee's work. It determines the qualifications required for a job; provides guidance in recruitment and selection; evaluates current employees for transfer or promotion; and establishes the requirements for training programmes. Each job is rated using the job evaluation instrument. One approach to this method is by observing the worker on the job during a complete work cycle. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Traditional job analysis is always job focused — that is, on the KSAs (knowledge, skills and abilities) required to perform specific jobs — and examines the linkages among those jobs. argued that they are as broad and ill-defined as to be of little practical use in guiding performance of job duties. Critical incident technique is a method of job analysis used to identify work behaviours that classify in good and poor performance. This example can be extended and introduced to other jobs also. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… Provide a standard procedure for determining the relative worth of each job in a plant. Eliminate wage inequalities. Job analysis is used as a foundation for job evaluation. It helps in administering the training development programmes. To properly understand the dynamic nature of jobs, managers gather information about jobs from time to time. Job analysis is an important element of human resource management. 1. Evaluation helps in forming the following decisions. The job analysis process uncovers the hazardous and unhealthy environmental factors such as heat, noise, fumes, dust, etc. Job analysis provides pertinent information to both management and trade unions for collective bargaining; viii. Objectives of Job Evaluation: To determine equitable wage differentials between different jobs in the organization. Job Analysis is a term used by the human resource managers for the process of collecting information related to job contents compared tasks performed on the job with knowledge, skills and abilities of the jobholders (Schuman, et al, 1994). 1. Job analysis is the basis for job evaluation. It is a complete study of job, embodying every known and determinable factor, including the duties and responsibilities involved in its performance, the conditions under which the performance is carried on, the nature of the task, the qualities required in the worker, and such conditions of employment as pay hour, opportunities and privileges. The objectives of job evaluation, to put in a more orderly manner are to: 1. They may even go to the extent of distorting data deliberately with a view to sabotage the whole process. Instead of concentrating on a single job, the same employee may be asked to handle different jobs with more or less similar job duties and responsibilities. Job information can be used as a standard when discipline is being considered for standard performance. Tools and equipment- Some duties and tasks are performed using specific equipment and tools. The effective performance of an organisation depends not just on the available resources, but its quality and competence as required by the organisation from time to time. The critical incident technique for job analysis is especially useful for scientific analysis, and selection research. (4) Job duties- A detailed list of duties along with the probable frequency of occurrence of each duty. Following are the main objectives or purposes of job analysis: These categories describe specific desired job behaviours and can be useful in recruitment and selection decisions. After the word MBO (Management by Objectives) this word TQM (Total Quality Management) is also gaining ground. Human engineering activities such as physical, mental and psychological actions are studied with the help of job analysis information. It includes 7 scales (numbers) that measure- 3 worker-function scales- measure percentage of time spent with: data, people, things; 1 worker-instruction scale; 3 scales that measure reasoning, mathematics, and language. iv. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. Contents 6. Meaning of Job Analysis 3. When you need to cut costs you may have to merge jobs with more or less similar duties and responsibilities. He / she must look beyond his / her job requirement and consider the entire office as his / her area of operation. Description of duties and equipment used is of great help in developing the content of training and development programmes. These categories describe specific desired job behaviours and can be useful in recruitment and selection decisions. 2. The pressures to go lean may compel a firm to work with fewer and fewer hands as years roll by. Internships & On The Job Training Training objectives for internships and on the job training may list work experience that participants can put on a resume upon completion of a program. Type of people required to fit that structure; iv. It can help identify development needs. To maintain and assess the potential present in a person for further growth and development. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job; ii. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. It is oriented toward what needs to be done in terms of duties and responsibilities. These items need to be specified in job analysis. It also emphasises the relation of one job to others in the organisation. Definition of Job Evaluation Job Evaluation is an objective and logical process, which determines the comparative usefulness of each and every job of the organization. It helps in evaluating the relative worth of different jobs; iv. In fact, as most writers are suggesting, they need to be designed keeping the jobholders’ demands in mind. (b) Human engineering activity, which takes into consideration human capabilities, both physical and psychological, and prepares the ground for complex operations of industrial administration, increased efficiency and better productivity. Relationships- Supervision given and received, relationships with internal or external people, etc. 1. Environment- This may have a significant impact on the physical requirements to be able to perform a job. Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Thus, it is an essential element of manpower planning as it matches jobs with men. The analysis process, therefore, constitutes a kind of organisation audit. A brief description of uses of job analysis is as follows: Job analysis is useful as a guide in every phase of employment process like manpower planning, recruitment selections, placement, orientation induction, and in performance appraisal as it gives the information about, duties, tasks and responsibilities, etc. It determines the demands of the job in terms of responsibilities and duties and then translates these demands into skills, qualities and other human attributes. Depending on the knowledge, skills and experience of jobholders, a systematic promotion and transfer policy could also be instituted with east and comfort. it aims at determining the relative worth of a job. In practice, these techniques may be used individually, or in possible combinations. It facilitates the execution of employment programme. In this technique the workers are asked to maintain and keep daily records or list of activities they are doing on that day. In this process, notes should be taken regarding all the job activities observed. It is of fundamental importance to manpower management programmes because of the wider applicability of its results. (3) What the typical worker does? Employees not thinking beyond the box or unwilling to take up activities not pertaining to their own narrow specialty may actually spoil the show. The job analysis information, thus collected is useful to the personnel department to prepare the forms detailing as job descriptions, job specification and job standards. The basic objective of job evaluation is to determine the relative contributions that the performance of different jobs makes towards the realization of organizational objectives. Workers and avoid unhealthy conditions, hazards, education, vocational preparation, etc defined “ job analysis losing... 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