Unit 3 Session 7.pptx

Online MBA Semester I ORGANIZATIONAL BEHAVIOUR & HUMAN RESOURCE MANAGEMENT Course Code - (OMBA-103) Unit 3: Human Resource Management Lesson 17 : JOB ANALYSIS (Part I) Human Resource Management Job Analysis Learning Objectives: • Job terminologies • Importance of Job Analysis • relevance of Steps...

Online MBA Semester I ORGANIZATIONAL BEHAVIOUR & HUMAN RESOURCE MANAGEMENT Course Code - (OMBA-103) Unit 3: Human Resource Management Lesson 17 : JOB ANALYSIS (Part I) Human Resource Management Job Analysis Learning Objectives: • Job terminologies • Importance of Job Analysis • relevance of Steps in Job Analysis • Techniques of Job Analysis Human Resource Management Job Analysis A job may be defined as a "collection or aggregation of tasks, duties and responsibilities which as a whole, is regarded as a regular assignment to individual employees." Human Resource Management Job Analysis Terms for Understanding • Task: An identifiable work activity carried out for a specific purpose. For example, typing a letter. • Duty: Several tasks which are related by some sequence of events. For example, pick up, sort out and deliver incoming mail. Human Resource Management Job Analysis • Position: A collection of tasks and duties which are performed by one person. For example, the PA to Principal receives visitors, takes dictation, operates computer, answers queries, attends to complaints and helps students. • Job: A group of positions similar in their significant duties such as technical assistant, computer programmers. Human Resource Management Job Analysis Traditionally, the job incumbents are expected to carry out work by strictly adhering to a set of rules and regulations. The job is designed to be immutable and unchanging irrespective of the various incumbents who carry out work at different points of time. In the traditional view, thus, there is a straightforward assumption that jobs exist and they need to be scrupulously looked after to obtain results. Human Resource Management Job Analysis According to Modern View, in a fast changing environment, "jobs are nothing but rigid solutions to an elastic problem". An organisation is not a structure of unchanging jobs. It is, in fact, made up of constantly changing activities and projects Human Resource Management Job Analysis Management Position Description Questionnaire (MPDQ) MPDQ is a standardised instrument designed specifically for use in analysing managerial jobs. The 274 item questionnaire contains 15 sections. It would take 2 1⁄2 hours to complete the questionnaire. In most cases the respondents are asked to state how important each item is to the position. Human Resource Management Job Analysis Organizatio n and Manpower Planning Recruitme nt and Selection Health and Safety Importa nce of Job Analysis Job Reengineer ing Performanc e Appraisal Employee Training and Manageme nt Developme nt Human Resource Management Job Analysis Steps in Job Analysis Step 1: Collection of Background Information Step 2: Selection of Representative Position to be Analysed Step 3: Collection of Job Analysis Data Step 4: Developing a Job Description Step 5: Developing a Job Specification Human Resource Management Job Analysis Techniques of Job Analysis Personal Observation Questionnair es Maintenance of Log Records Personal Interviews: Critical Incident Diary Checklist Technical Conference Human Resource Management Job Analysis Job analysis should collect information on the following areas: 1. Duties and Tasks 2. Environment 3. Tools and Equipment 4. Relationships 5. Requirements Online MBA Semester 1 Managerial Economics (OMBA102) All The Best