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Module 3 JOB ANALYISIS class

The document outlines the importance and multifaceted nature of job analysis, detailing its benefits in recruitment, selection, job evaluation, and employee training. It includes a specific job description for a Compensation Manager, emphasizing required qualifications, experience, and skills. Additionally, it discusses job design processes, methods, and issues related to job analysis, highlighting the need for regular updates and objectivity.

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Mayank
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4 views

Module 3 JOB ANALYISIS class

The document outlines the importance and multifaceted nature of job analysis, detailing its benefits in recruitment, selection, job evaluation, and employee training. It includes a specific job description for a Compensation Manager, emphasizing required qualifications, experience, and skills. Additionally, it discusses job design processes, methods, and issues related to job analysis, highlighting the need for regular updates and objectivity.

Uploaded by

Mayank
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Dr.

Indu Sharma
4-8

IMPORTANT BENEFITS OF JOB ANALYSIS


M ultifaceted N ature of Job A nalysis

Recruitm ent
Human Resource
Planning Selection

Job Evaluation Placement

Job Design and


Training
Redesign

P erform ance
Counselling
A ppraisal
Em ployee Safety
Job Analysis
Process of Job Analysis
Video Analysis

 https://www.youtube.com/watch?
v=P1fgOyqKQrI
METHODS OF COLLECTING JOB ANALYSIS DATA

Job Analysis
Job Analysis
Title
4-21 Compensation manager

Code HR/2310
Department Human Resource Department
Summary

Responsible for the design and administration of employee
compensation programs.
Duties  Relate salary to the performance of each employee.
Conduct periodic salary surveys.
 Develop and administer performance appraisal
programme.
 Develop and oversee bonus and other employee
benefit plans.
 Develop an integrated HR information system.

Working conditions Normal. Eight hours per day. Five days a week.
Report to Director, Human Resource Department.
4-23
Education  MBA with specialisation in HRM/MA in social work/PG
Diploma in HRM/MA in industrial psychology.
 A degree or diploma in Labour Laws is desirable.

Experience
large

 At least 3 years’ experience in a similar position in a
manufacturing company.

Skill, Knowledge, Abilities  Knowledge of compensation practices in


competing industries, of job analysis procedures, of
compensation survey techniques, of performance appraisal systems.
 Skill in writing job descriptions, in conducting job
analysis interviews, in making group presentations, in
performing statistical computations
 Ability to conduct meetings, to plan and prioritise
work.
Work Orientation Factors  The position may require upto 15 per cent travel.
Age  Preferably below 30 years.23


Activity

• Collect at least five different job


descriptions from reputed
organizations.

• Compare the description, highlighting


similarities and differences
Article Analysis

 https://www.peoplematters.in/article/life-at-wo
rk/redefining-job-description-is-jd-an-effective-
tool-to-hire-the-right-talent-19693
Case Analysis


Job Evaluation

Video Analysis

 https://www.youtube.com/watch?
v=lDdyapn1cvI
Purposes of job evaluation

 To identify factors or conditions that place one
job higher than another in a value hierarchy.

 To determine the relative worth of each job as


a basis for equitable pay differentials.
Job design

Job Analysis
Job design process

 What tasks are required to be done or what tasks
is part of the job?
 How are the tasks performed?
 What amount are tasks are required to be done?
 What is the sequence of performing these tasks?
Benefits of job design

 Checking the work overload.
 Checking upon the work under load.
 Ensuring tasks are not repetitive in nature.
 Ensuring that employees don not remain
isolated.
 Defining working hours clearly.
 Defining the work processes clearly.
 The above mentioned are factors that if not
take
Methods of job design

Job Analysis
Job rotation

Job Analysis
Job enlargement

Job Analysis
Job enrichment

Job Analysis
ISSUES IN JOB ANALYSIS

Update the database regularly

Tends to be subjective and biased

Job Analysis

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