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Job Analysis

Report in HRM
by

Victor Eleazar Martinez

on 27 June 2013

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Transcript of Job Analysis

Analysis
What's and Why's of Job Analysis
Job Description, Job Profile, Job Specification
Job Analysis Program
Job
WHAT'S ang WHY's of Job Analysis
Job Analysis Program
Job Description,
Job Profile,
Job Specification
Job Data Gathering
Job Data Gathering
Job Evaluation
Definition
The process of studying positions, of describing the duties and responsibilities that go with jobs, and of grouping similar positions into job categories.

What to expect?
Duties and responsibilities and skills that go with jobs differ.
Job titles may or may not be able to capture job content
Job descriptions and job specifications cannot be uniform across organizations.

Purpose of Job Analysis
Recruitment, selection, placement, and employee counseling;
Job evaluation and salary determination;
Job hierarchy for promotion and transfer purposes;
Performance standards setting;
Work procedures review and/or setting;
Job design and redesign;

Training needs analysis and skill requirements setting/documentation;
Supervision effectiveness;
Working conditions review and/or correction;
Job control system consisting of an inventory of authorized positions
Inventory of positions, employees;
Identification of vacant, open, duplicate, expanded, and reduced positions.

When is Job Analysis undertaken?
When the Organization is Starting Operations
A New Job is Created
A Job is Changed
Nature of Operations
Technology Introduction
Restructuring
Etc

Three Elements covered by Job Analysis
Company Policy and Administration of the Program.
Job Information
Methods of Securing Job Information

Study of Any Jobs
Job Description
Job Specification
Review of Job Description
Identification of the Job by its Job Title

Job Description
Describes the job in terms of its level of duties and tasks, sometimes to the extent of describing the processes or procedures needed to do the job

Cover of Job Description
Job function or purpose
Major duties performed
Performance standards
Percentage of time devoted to each duty
Major responsibilities


Reporting relationships
Machines and equipment used
Working conditions including possible hazards
Number of persons working on the same job

Job Description will answer the ff:
What the job requires?
How the worker performs the job?
Why the work is performed?
What are the supervision involved in the job?
What is the work environment?
Job Evaluation
Job Profile
Describes the job in terms of key result areas and functions and roles and competencies

Job Specification
Indicates the qualifications in terms of skills, experience, training, and other special qualifications as well as the traits required of the worker to satisfactorily perform the job

Questionnaires
It has two sample forms:
1. Position Analysis Questionnaire (PAQ)
Contains:
Information Output
Mental Process
Work Output
Relationship with Other Person
Job Context
2. Job Components Inventory
Tools and Equipment
Perceptual and physical requirement
Mathematical requirement
Communication requirement
Decision making and responsibility

Other type of gathering data
Interview
Observation
Draft and Review
Definition
Job evaluation is the process of determining the work of one job in relation to that of the other jobs in a company so that fair and equitable wage and salary system can be established.

“What is the relative position or level of jobs in the company?”


Basic Principles
Jobs should be paid in accordance with:
Difficulty
Importance
Competencies required of the job
Impact of results achieve by the job

*With more difficult and important jobs being rated higher than the less difficult ones.

Job evaluation is concerned with the job it self, so it is the job that is being evaluated and not the person occupying it.


Basic Principles to Wages
Equal pay for equal work
Those doing essentially the same work are expected to receive the same pay.
Differences in pay must be based on differences in work
Differences are the results of complexity of duties and responsibilities, degree of skill required for the job, or impact of the work on the operation.
Ex. A FICO SAP Consultant receives more than an Inventory Management SAP Consultant
Pay levels must be related to existing community pay scales.
Paying at levels comparable to those paid by the community or industry for similar work prevents costly “pirating” and reduces unplanned turnover due to inferior pay rates.

Caution on Job Evaluation
Job evaluation does not guarantee to solve all problems in compensating employees.
Job evaluation method and process should not only be objective and involve quality decisions, but should also be perceived by the employees affected to be so.
Expect different points of view through the job evaluation process and even upon conclusion.
Engage employees through a briefing at the start and end and mid-program milestones of the job evaluation.
In a unionized environment, it is good to understand the position of the union on the job evaluation and salary determination matters.
Job Evaluation Methods
Non-Quantitative
Quantitative
The Hay Method
Hay and Associates developed a method using three factors:
- Know-how
- Problem Solving
- Accountability

THANK YOU FOR LISTENING! :)
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