Job Analysis and job evaluation.
In this Video I will discuss Job Analysisi
Job analysis is done by using two approaches one is work oriented approach and second one is employee oriented approach
1. Work oriented approach
In this approach focus on the actual task involved in a Job. this approach mainly concentrate on duties, functions and responsibilities involved in a job
Example
Job of court manager at Courts (judiciary), task oriented approach of job analysis statement include
• The Court Manager shall function under the control and guidance of the Chief Justice in the High Court, and the District Judge in the respective district Courts.
2. Employee oriented approach
this approach focus on examining of human attributes needed to perform the job perfectly. human attributes have been classified into knowledge, skills, attitude and other characteristics. Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. Other characteristics are all other attributes, usually personality factors.
• ob description - It is a written statement containing complete information about what all a job involves including job title, duties, tasks and responsibilities related to job, working conditions and hazards, reporting relationships, tools, machines and equipments to be used, and relationships with other positions.
• Job specification - It provides particulars about capabilities that an individual should posses to perform the job efficiently. This includes educational qualification, experience, training, appropriate skills, knowledge, and abilities required to perform the job.
Components of Job Description
• Job Title– the name of the open role
• Job Location– the location where the selected candidate will be working.
• Job Role– refers to the scope of work defined by the company.
• Responsibilities and Duties– refers to various job-related activities that the candidate has to perform and is accountable for.
• Salary– the monetary compensation the company is offering to the candidate to do a particular job. The salary may or may not be negotiable.
• Incentives– the commission and remuneration the company offers the employees upon completion of their targets.
• Allowances– the benefits and expenses that the company pays on behalf of the candidate.
Advantages of Job Description
• A job description synchronizes the recruitment and selection process and thereby simplifies the work of the HR department.
• It makes it easy for companies to search for suitable candidates.
• It provides a framework to build the job specification.
• A job description gives a clarification of what the company is about and what it has to offer to the candidates.
• It provides an overview of the open position and also specifies the company’s expectations.
• It helps the candidate to get instantly familiar with the workplace environment.
Disadvantages of Job Description
• A job description does not stay constant; it changes with time and growth of the company.
Components of Job Specification
• Educational Background– the academic knowledge required, including school education, graduate, post-graduation, and other such qualifications.
• Skills– the particular skills that are required to accomplish the tasks.
• Experience– the employment details of past and present employers that includes, company’s name, designation, salary, job profile, duration, etc.
Advantages of Job Specification
• A job specification defines candidate selection criteria. It makes it easy for recruiters to screen resumes of prospective candidates.
• It serves as a benchmark for conducting orientation and training of the employees.
• It helps candidates to find a job that is the best fit for their skills and qualification.
• It helps in performance analysis and appraisal of the candidates.
Disadvantages of Job Specification
• The job specifications of the company for a
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