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Job Analysis Project: by Mairaj Hussain

1) The document discusses a job analysis project that aims to explore job analysis practices in Pakistani organizations and develop a model technique to help managers understand and conduct proper job analysis. 2) It identifies several methods of job analysis and discusses common problems in implementing job analysis such as lack of management support, lack of employee cooperation, and biasness of job analysts. 3) Conducting job analysis is recommended to update job descriptions, specifications, evaluations, designs, and succession planning in response to changes in technology and society. It provides important information for human resource planning and management.

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Nasir Khan
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98 views

Job Analysis Project: by Mairaj Hussain

1) The document discusses a job analysis project that aims to explore job analysis practices in Pakistani organizations and develop a model technique to help managers understand and conduct proper job analysis. 2) It identifies several methods of job analysis and discusses common problems in implementing job analysis such as lack of management support, lack of employee cooperation, and biasness of job analysts. 3) Conducting job analysis is recommended to update job descriptions, specifications, evaluations, designs, and succession planning in response to changes in technology and society. It provides important information for human resource planning and management.

Uploaded by

Nasir Khan
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Job Analysis Project

By Mairaj Hussain

Objectives:
The Primary objective of this project is to explore the different job analysis practices in Pakistani organi ations! "t aims to develop a model techni#ue that may provide convenience to managers to understand and conduct proper job analysis in Pakistan! Job analysis is one of the fundamental and vital part of Human $esource Management %H$M&! The need of this study 'as identified 'hen the fact 'as recogni ed that human resource practices are ne' and going through an establishment stage in Pakistan! (uring this research it 'as recogni ed by general discussion that even multinational ) international organi ations are not fully focusing on H$ practices as they focus on other functional areas of their organi ations like %Production* Marketing ) +inance&! This project is mainly focus on, Purpose of Job Analysis Methods of Job Analysis Job Analysis problems in "mplementations -hy to .onduct/ $ecommendations Policy "mplications

Purpose of Job Analysis:


The purpose of the job analysis is to identify the experience* education* training ) other #ualifying factors possessed by candidates for specific jobs! "t can also be used to identify candidates #ualification or their evaluation* referral ) selection process! There are t'o key elements of a job analysis, 0& "dentification of Major Job $e#uirements %MJ$s& 1& "dentification of 2no'ledge* 3kills ) Abilities %23A&

Methods of Job Analysis:


Job Performance 4bservation "ntervie's .ritical "ncidents 5uestionnaire %Task .hecklist* Behavioral .hecklist&

These all methods are consider 'hich best suited to Job (escription* (evelopment of task* Job 6valuation* Training (esign* Performance Appraisal (esign* .areer Path Planning!

Job Analysis Problems in Implementations:


7o process can be entirely accurate and fully serves the purpose! Job analysis is no exception to it! The process involves a variety of methods* tools* plans and a lot of human effort! And 'here there people are involved* nothing can be 088 percent accurate! Ho'ever* they may be appropriate considering various factors including organi ational re#uirements* time* effort and financial resources! 3ince the entire job analysis processes* methods and tools are designed by humans only* they tend to have practical issues associated 'ith them! Human brain suffers 'ith some limitations* therefore* everything created* designed or developed by humans too have some or other constraints! The process of job analysis have lot of practical problems associated 'ith it! Though the process can be effective* appropriate* practical* efficient and focused but it can be costly* time consuming and disruptive for employees at the same time! "t is because there are some typical problems that are encountered by a job analyst 'hile carrying out the process! 9et:s discuss them and understand ho' the process of job analysis can be made more effective by treating them carefully! ;enerally some of the major problems in implementing Job Analysis in Pakistani 4rgani ations, Lack of Management upport: The biggest problem arises 'hen a job analyst does not get proper support from the management! The top management needs to communicate it to the middle level managers and employees to enhance the output or productivity of the process! "n case of improper communication* employees may take it in a 'rong sense and start looking out for other available options! They may have a notion that this is being carried out to fire them or take any action against them! "n order to avoid such circumstances* top management must effectively communicate the right message to their incumbents! Lack of !o"operation from #mployees: "f 'e talk about collecting authentic and accurate job<data* it is almost impossible to get real and genuine data 'ithout the support of employees! "f they are not ready to co<operate* it is a sheer 'astage of time* money and human effort to conduct job analysis process! The need is to take the 'orkers in confidence and communicating that it is being done to solve their problems only! Inability to Identify the $eed of Job Analysis: "f the objectives and needs of job analysis process are not properly identified* the 'hole exercise of investigation and carrying out research is futile! Managers must decide in advance 'hy this process is being carried out* 'hat its objectives are and 'hat is to be done 'ith the collected and recorded data! %iasness of Job Analyst: A balanced and unbiased approach is a necessity 'hile carrying out the process of job analysis! To get real and genuine data* a job analyst must be impartial in his or her approach! "f it can:t be avoided* it is better to outsource the process or hire a professional job analyst! &sing ingle 'ata ource: A job analyst needs to consider more than one sources of data in order to collect true information! .ollecting data from a single source may result in inaccuracy and it therefore* defeats the 'hole purpose of conducting the job analysis process! Ho'ever* this is not the end! There may be many other problems involved in a job analysis process such as insufficient time and resources* distortion from incumbent* lack of proper communication* improper #uestionnaires and other forms* absence of verification and revie' of job analysis process and lack of re'ard or recognition for providing genuine and #uality information!

(hy to !onduct):
There are more than one reasons to conduct job analysis because it effects on overall performance of employees like changes in society* business ) technology 'hich can be expected due to job analysis 'ill be the ne' challenges to supply the kinds of information needed to ensure the success of future human resource planning! Ho'ever* there 'ill also be ne' possibilities for producing* analy ing and updating information due largely to changes in technology! "t can be considered that likely developments in job analysis 'ith regard to descriptor or types of data* the sources of information* data collection methods* and the units of analysis and introduction of methods for data storage* retrieval and dissemination! There is a list of outputs of job analysis 'hich are as under, Job (escription Job 3pecification Job 6valuation Job (esign Performance Appraisal Training ) (evelopment Job 3uccession Planning

These all areas 'ill be addressed after conducting job analysis* 'e 'ill easily improve or change specific job related tasks and responsibilities!

*ecommendations:
Job analysis starts from se#uence of defining responsibilities* authorities or accountabilities first! "f the job is 'ork oriented then managers usually define responsibilities first and if job is kno'ledge oriented then managers usually define authorities first! 3econd factor is job interdependence! Managers should also take into account that 'eather a specific job provides inputs for different jobs or 'eather a job tasks inputs from other jobs! Job interdependence provides the information regarding the amount of authority* responsibility and accountability re#uired for a job and 'hich type of 23A is re#uired to deals 'ith other jobs! "f any employment standard is present then manager follo' that standard to define the job description* job specification and job evaluation for a specific job! "f employment standard is not present then managers may follo' the given standards for defining J(* J3 ) J6! Task significance sho's the importance of tasks in achieving organi ational objectives! Job is a combination of all tasks and task importance ultimately provides information regarding importance of a job for organi ation! .alculating task significance 'ould help managers to conduct Job 6valuation!

Policy Implication:
According to (een o ) $obbins =7o matter 'hat method is used to gather data* the information amassed and 'ritten do'n from the job analysis process generates three basic outcomes, Job (escription* Job 3pecification ) Job 6valuation! "t is important to note that these are the tangible products of the 'ork<not the job analysis* 'hich is the conceptual analytical process or action from 'hich 'e develop these outcomes> The above statement clearly define us that collection of data is nothing but it is very important only 'hen 'e implement and give benefits to employees from their feedback!

!onclusion:
This project explore the H$ 'orking of sample organi ations specifically job analysis practices and gives a guideline to organi ational managers about considering different parts of job 'hile job analysis! "t is also tried to highlight the important personality variables and job related variables to be considered 'hile job analysis! "t is identified that 'hich personality and job variable create more job satisfaction! Job analysis is one of the major part of Human $esource Management and if 'e conduct and implement this in our organi ations so it 'ill beneficial for employees and for organi ation itself! 4nly time and personal interest of H$ managers is re#uired to implement this in organi ations and communicate all employees properly about this analysis because overall it is in interest of employees development and for organi ational objectives! +,# #$'

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