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Nature of Job Design

Nature of Job Design One tactic for designing or redesigning jobs is to simplify the job tasks and responsibilities. Job simplification may be appropriate when a job is to be staffed with entry-level employees. However, making a job too simple may result in a boring job that appeals to few, causing high turnover. There are several approaches useful as…

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Duties and responsibilities.

Duties and responsibilities. Many forms seek information about the purpose of the job, the duties performed, and the way those duties are performed. The specific duties and responsibilities are listed to give a more detailed insight into the position. Questions about responsibility are expanded Significantly when the checklist is applied to management jobs. Additional questions map areas of responsibility for…

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Status and Identification

Status and’ Identification The first two headings in the figure show how current the information is and identify the job being described. Without these entries, users of job analysis delta might rely On out-of-date inform a hon or apply it to wrong job. Since mist jobs change time out dates-information may misdirect other HR activities .Job analysis information about the…

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Questionnaire Development

Questionnaire Development To study jobs, analysts usually’ develop checklists or questionnaires; this ensures that the information is collected in consistent manner for all jobs. Or analysts may elect to use standardized p reprinted forms such as the Position Analysis (PAQ) or the Job Element Inventory,” Regardless of what they are called, questionnaires (or job’ analysis schedules, as they…

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Job Identification

Job Identification Analysts identify the different jobs in the organization before they collect job information. In large companies, analysts may have to construct lists of jobs from payroll records, organization charts, and discussions with workers and supervisors. If job analysis has been done before, analysts may be able to use elder records to identify many of the jobs the…

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Collection of Job Analysis Information

Collection of Job Analysis Information Before collecting the information about specific jobs, employees should be informed about why the job analysis is being done. An explanation of the need for the process and assurances that the outcome will not have an adverse effect on employees may ensure greater cooperation. Otherwise, employees may feel threatened and resist the information…

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Major Human Resource Management Actions That Rely on Job Analysis information

Major Human Resource Management Actions That Rely on Job Analysis information 1. Evaluate how environmental challenges affect individual jobs. 2. Eliminate unneeded job requirements that can cause discrimination in employment. 3. Discover job elements that help or hinder the quality of work life. 4. Plan for future human resource requirements. 5. Match job applicants and job openings.…

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Job Analysis Information An Overview

Job Analysis Information An Overview As HR activities grow in scope and complexity, many duties, such as recruiting and compensating, are delegated to the HR department. But HR specialists do not know the details of jobs as well as operating managers do. Knowledge about jobs and their requirements must be collected through a process known as job analysis, in…

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The cornerstones Of a Human Resource Information system

The cornerstones Of a Human Resource Information system becoming increasingly difficult because the nature of jobs continues to change In the last century, most jobs were crisply defined sets of tasks that combined to define a specific job. Today’s flatter organizations-brought about by the ongoing merger of computer and communications technologies-mean that managers have broader ranges of employees reporting…

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Job Analysis and Design

Job Analysis and Design CHAPTER OBJECTIVES After studying this chapter, you should be able to: 1. DISCUSS tile foundations of a human resource information system. 2. EXPLAIN how managers and human resource departments depend on accurate job analysis information . 3. LIST the major methods of collecting job analysis information. 4. DESCRIBE the content and uses of…

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