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STEPS IN THE JOB ANALYSIS PROCESS


STEPS IN THE JOB ANALYSIS PROCESS

1. Analysis of Firm/ Company: In doing job analysis the first step is to get an overall view of various jobs in the organisation. This is necessary to judge the linkage between jobs and the organisation objectives, interrelationship among jobs, and the contribution of various jobs towards achieving efficiency and the effectiveness in the organisation. For this purpose, background information is collected such as organisation charts, class specification, and work flow charts.

2. Make Job Analysis Programme: It is necessary to make a broad programme of job analysis. The company makes plan and decides who will be in charge of the programme and assign responsibilities. A budget and a time schedule are also developed.

3. Select a Particular Job for Analyzing: To do job analysis is a costly and time-consuming process. It is, hence, necessary to select a representative sample of jobs for purposes of analysis. Priorities of various jobs can also be determined. A job may be selected because it has undergone undocumented changes in job content. The request for analysis of a job may originate with the employee, supervisor, or a manager.

4. Understand Job Design and Collect Data: The job analyst should obtain information concerning the current design of the representative job. For this purpose, current job description and job specification, work flow charts, job procedure etc. must be studied.

5. Determining the Information: Once job analysis information has been collected, the next step is to place it in a form that will make it useful to those charged with the various personnel functions. Several issues arise with respect to constructing job description and specification. First, how much detail is needed? Second can the job analysis information be expressed in quantitative terms? Third, what means are available for developing job specification once the duties, responsibilities, and work environment have been determined?


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