JOB ANALYSIS & Design

Job Analysis
Job analysis is the process of determining and recording all the pertinent information about a specific job. It is a systematic investigation into the tasks and skills and other information relevant to performing Job.

Applicability of Job Analysis

Recruitment

Employment
Selection Job Evaluation

Job Evaluation
Wage Survey Job enrichment

Job Analysis

Job Design
Alternative work schedule

Training
Performance Appraisal

Establishing formal Requirement On- the job development

Appraisal

Equitable Compensation System

Process of Job Analysis

Information Gathering Job specific Competency determination Developing a Job Description Developing a Job specification
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Job Analysis
Job Specification
Education

Job Description
Job Identification Job Summery

Experience
Training Judgment Initiative Physical Effort Physical Skills Communication skills Emotional Characteristics Unusual Sensory Demand such

Relation to other Jobs

Location in the hierarchy Machine tools & equipment used Materials used Responsibilities Condition, Location of work, Posture, speed, accuracy etc. Hazards

as vision, smell, hearing, etc

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Job Analysis Methods

Questionnaires Observation Interviews Employee recording Combination of methods

2008 by Prentice Hall

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Conclusion
Effective HR Produces the pressure on the management and employee as both employment and retrenchment would be planned and phased out over a comfortable time span, avoiding unpleasant consequences

Human Resource Information Systems (HRIS)

Virtually all HR management functions can be enhanced through the use of an HRIS any organized approach for obtaining relevant and time information on which to base HR decisions
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HUMAN RESOURCE INFORMATION SYSTEM Goal: Integrate Core Processes into Seamless System
Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/Elearning/Management Succession Contribute Toward Achievement of:

Organizational Strategic Plans

Benefits
Safety Health Labor Relations Employee Relations

Human Resource Information System

Compensation Programs

Benefit Programs (e.g., prescription drug programs)

Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies Employee Services

Human Resource Management Plans

*Certain data are available to employees at work or at home. Examples: supervisors might access just-intime training for conducting performance appraisal reviews. Operative employees might enter time and labor data. All employees may be able to review 401(k) balances, transfer funds, make benefit elections, set annual performance goals, update personnel data.
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HRIS
Timely Accurate Concise Relevant Complete

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Thank You

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