JOB ANALYSIS

Compiled by Ginju Samlal

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Job Analysis
Definition: It is a process of discovering and identifying the pertinent information relating to the nature of a specific job. A description is developed of. the present method and procedure of doing a job Physical condition Relation of the job to subtitle style Click to edit Master other Other conditions of employment

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Classification of data for job analysis..

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Characteristics of job 2) Identification of job

1)
Click to edit Master subtitle style

Data to be collected on..

Duties & tasks Environment Tools & Equipments Relationships Requirements

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Purpose(Uses) .

Training and development Recruitment and selection Compensation Job re-engineering Organization Audit Job evaluation Job design Career planning

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Process .
Organizational SWOT Analysis Selecting sample job & parameters

Collecting data & analyzing

Preparing a job description

Preparing a job specification 4/28/12

Methods..

Review of job classification system Incumbent interview Supervisor interview Expert panels Structured questionnaires Task inventories Check lists Open ended questionnaires

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Persons involved

Management Supervisors Job analysts Job incumbent Unions Consultants

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Job analysis is therefore a conceptual and analytical process that provide tangible outcomes such as

JOB DESCRIPTION

JOB SPECIFICATION

JOB DESIGNING
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JOB DESCRIPTION

It is a simple concisely written statements explaining the contents and essential needs of a job and a summary of the duties to be performed. It is a by-product of job analysis. It basically describes the duties &

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Contributions of job description

Job Title & Position

Job Summary

Jobs interrelatio nships

Working conditions

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Elements (contents)..

Job Title Location Job summary Duties Machines, tools & equipments Material &forms used Supervision given or received Working conditions

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SPECIMEN OF A JOB DESCRIPTION VP Sales & Marketing

VP Sales & Marketing ....................................... ....................................... ....................................... Company Job Code: Division/Department Reports to: Last Revision Date: ....................................... ....................................... CEO/President .......................................

SUMMARY Provide leadership and coordination of company sales and marketing functions. Develop and implement sales and marketing strategy. Monitor and analyze sales and marketing activity against goals

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PRIMARY RESPONSIBILITIES 1.Direct and coordinate company sales and marketing functions. 2.Develop and coordinate sales selling cycle and methodology. 3.Direct and oversee the company marketing function to identify and develop new customers for products and services. 4.Research and develop strategies and plans which identify marketing opportunities, direct marketing, and new project development. 5.Analyze and evaluate the effectiveness of sales, methods, costs, and results. 6.Develop and manage sales and marketing budgets, and oversee the development and management of internal operating budgets. 7.Directly manage major and critical developing client accounts, and coordinate the management of all other accounts. 8.Participate in the development of new project proposals. 9.Establish and implement short- and long-range goals, objectives, policies, and operating procedures. 10.Supervise the planning and development of company marketing and communications materials. 11.Represent the company at various community and/or business meetings to promote the company.

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12.Supervise the preparation, issuance, and delivery of sales materials, exhibits, and promotion programs. 13Promote positive relations with partners, vendors, and distributors. 14Recommend and administer policies and procedures to enhance operations. 15Work with department managers and corporate staff to develop five year and ten year business plans for the company. 16Establish and implement short- and long-range departmental goals, objectives, policies, and operating procedures. 17Plan and coordinate public affairs, and communications efforts, to include public relations and community outreach. 18Serve on planning and policy-making committees. Other duties as assigned.
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ADDITIONAL RESPONSIBILITIES
1.

Recruit, train, supervise, and evaluate department staff.

KNOWLEDGE AND SKILL REQUIREMENTS 1. Experience in strategic planning and execution. Knowledge of contracting, negotiating, and change management. Knowledge of structuring sales quota goals and revenue expectations. Experience in planning marketing strategies, advertising campaigns, and successful public relations efforts.
2.

Work requires professional written and verbal communication and interpersonal skills. Ability to motivate teams to produce quality materials within tight timeframes and simultaneously manage several projects. Ability to participate in and facilitate group meetings. This is normally acquired through a combination of the completion of a Masters Degree in Marketing and ten years of experience in a senior-level sales and/or marketing position. Work requires willingness to work a flexible schedule.

3.

4.

Working Conditions Working conditions are normal for an office environment. Work may require occasional weekend and/or evening work 4/28/12

JOB SPECIFICATION

It is a statement of the minimum acceptable human qualities necessary to perform a job satisfactorily. Specification relates to 1) Physical Characteristics 2) Personal Characteristics 3) Psychological characteristics
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4) Responsibilities

Contents .

Job Title Age limit Experience Education& Qualification Required Skills, Knowledge and Characteristics Physique & Health Appearance 4/28/12

Specimen of Job Specification Experience - Human Resources Director: 7-10 years of progressively more responsible positions in human resources, preferably in a similar industry in two different firms. Experience supervising and managing a professional staff. Education - Human Resources Director: Bachelors Degree in Human Resources, Business, or a related field required. Masters in Business or Human Resources Management or a related field preferred. J.D. a plus. SPHR designation will receive consideration, but is not required. Required Skills, Knowledge and Characteristics - Human Resources Director: These are the most important qualifications of the individual selected as the human resources director. Strong effective communicator in writing, business presentations and in interpersonal communication. Highly developed, demonstrated teamwork skills. Demonstrates a high degree of confidentiality and unusual common 4/28/12

Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while being cost-sensitive. Commitment to continuous learning. Expert in employment law and employee relations and communication. Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team. Ability to lead in an environment of constant change. Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here. Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration. Experience in organization development and change management. 4/28/12 Experience in multiple locations and globally is a plus.

High Level Overview of Job Requirements - Human Resources Director: The selected human resources director must be able to perform effectively in each of these areas: Guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. Overall talent management strategy including workforce planning; recruiting; hiring; training and development; performance planning, management, and improvement; and succession planning. Organization development, change management initiatives, and company-wide environment for employees. Oversee employment law compliance and compliance to regulatory concerns. Demonstrated proficiency in policy development, documentation, and implementation. Oversees employee safety, welfare, wellness and health. Responsible for community outreach and communication, and charitable giving. Managing external employment agencies, recruiters, and temporary staffing agencies. Analysis of the effectiveness of all human resources efforts.
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JOB DESIGN

It is the function of specifying the work activities of an individual or group in an organizational setting. According to Davis(1996)

the specification of the content of the method, and the relationships of jobs in order to satisfy technological& organizational requirements as well as the social & personal requirements of 4/28/12 the job holder.

Techniques used for JD

Job enlargement Job enrichment Job rotation Job simplification

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Reduce or Overcome job dissatisfaction and employee alienationarising Helps raise productivity Job design is to develop jobs that meet the requirements of the organizations and its technology and that satisfy the job holders personal & individual requirements.
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Thus job design is the conscious effort to organize tasks, duties responsibilities into one unit of work. It involves

Identification of individual tasks Specification of methods of performing the tasks Combination of tasks into specific jobs to be assigned to individuals.

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THANK YOU for LISTENING..

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