Jun 9, 2011

HR notes-Job analysis

A job is defined as a series of duties and responsibilities that are given together with a specific employee. Job analysis is the process of investigation and recording of information on the operations and responsibilities of a particular task.
Job analysis is divided into 2 parts.
a) a job description
if the employment details are given.
b) specification of employment
where we explain the qualities of people seeking work required.
Methods of work analysis
There are various methods used by the organization to gather information and job analysis. These methods are

Personal Note: -
In this method, the viewer is actually watching the worker concerned. He made a list of tasks that the worker and the qualities needed to perform these functions on the basis of information gathered, the job analysis is ready, has carried out.

The actual performance of employment: -
In this method, the observer who is actually preparing the job analysis, the work itself. This gives him an idea of ​​the skill required, level of task difficulty, effort required, etc.

Interview: -
In this procedure, an interview is conducted with the employee. A group of experts to answer the call. They ask questions about employment, qualified and levels of difficulty. They question and cons of the issue and gather information on the basis of this analysis of employment is available.

Critical Incident Method: -
In this process, the employee is asked to write one or more critical incident occurred in the labor market. The incident gives an idea about the problem, as, skills and levels of difficulty has been treated, is so critical incident method, an idea about the work and its importance. (An important and critical incident means that anything that is in employment)

Questionnaire Method: -
In this method, a spokesman for the worker is given, and they are asked to answer the questions in it. Questions to multiple-choice questions or open questions. The questions to decide exactly how the job analysis should be performed. The method is effective because people would think twice before writing anything.

Log records: -
Companies can ask staff to ensure that the log records and job analysis can be done on the basis of information collected from the log record. A log entry is a book to include in the staff write all the activities they performed at work. The files are many and run in nature and have a good idea of ​​the tasks and duties in each job.

HRD issues: -
Records are kept of each employee from the personnel department. The file contains details of education, the name of employment, the number of years of experience, rights-managed, received in the past errors and the measures the number of promotions that work area, the area of ​​basic skills, etc. based on the analysis of employment records can be done.

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