Job analysis is a set of interconnected procedures which
determine the duties and skills requirements for a new job (we called this procedure
Job description) and the kind of person
who should hold this job (we called this procedure Job specification)
- Job analysis also used for
strategic purposes such as workforce forecasting and planning, training plans
Why firms have to do Job analysis?
All firms, large and small,
are doing job analysis because it helps firms to recruit suitable people and
make the recruitment process based on the real needs of employees.
Who should conduct job analysis
and how?
H.R specialists or supervisors
both can conduct job analysis.
How to conduct?
First they have
to recognize the needed position by doing workforce planning (we will talk
about it in coming posts) then collecting data about this job, processing data,
Preparing of job description and job specification
……………………………………..
There are many ways to conduct
job analysis, the most common and most tradition way is collecting data that
relate the job we will analyse
Collecting data by several
methods.
Data collection methods:
-
Questionnaires: Questionnaire
is series
of questions formed
and asked to employees, some questions are structured check-lists:
-
Does the work require
to Archiving maintenance requests “yes or no”.
-
If “yes” Do you
archiving manually?
And other questions
are opened ended: What are your major duties?
-
Observation: Often used when the work is physical, It is
not suitable for businesses that require mental work (unobservable Activities)
-
Interviews: interviewing
any employee who is knowledgeable about the job, and ask him questions face to face (questions related to description
and specification of the new job), Interview is a direct way to
collect data.
-
Participate: by
asking employee to keep a dairy log to record the activities they do during the
day.
-
Internet: many sits
provide a pre-Descriptions an pre-d specifications for a large variety of jobs.
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