job analysis and design powerpoint presentation

Job Analysis

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Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. 

Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.

A relative value is placed on the differing factors described in the Zone Placement Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix.

Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job. Job analysis helps to understand what tasks are important and how they are carried on. Job analysis forms basis for later HR activities such as developing effective training program, selection of employees, setting up of performance standards and assessment of employees and employee remuneration system or compensation plan.

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organization’s success.

The main purpose of conducting job analysis is to prepare job description and job specification which would help to hire skilled workforce. Therefore, job analysis enables recruiter to have a deep insight of a job, with that, recruiter can easily track candidates who have required qualifications and qualities to perform a job.

An ideal job analysis should include are areas where job analyst should focus to bring out facts about a job – Duties and Tasks, Environment, Tools and Equipment, Relationships, Requirements.

This template will be useful for HR professionals and recruiting companies. You can use the slides in this template when preparing your hiring strategy. You can also use the slides of this template when preparing for events to create a personnel reserve in the company.

Company executives can use this template when preparing a staff motivation strategy. You can describe in detail the career opportunities for key positions in the company. University professors can use the slides of this template when preparing courses on personnel management or building a talent pool.

Job Analysis is a professional and modern template that contains six stylish and fully editable slides. If necessary, you can change all elements of the slide in accordance with your corporate requirements. This template will be useful for HR managers, recruiting companies and company executives. The Job Analysis Template will complement your presentations seamlessly and will be a great addition to your collection of professional presentations.

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Top 5 Job Analysis Example Templates With Samples

Pooja Kataria

“You don’t build a business, you build people, and then people build the business,” Zig Ziglar, the world-renowned salesperson, was fond of using this quote of his.

Yes, we all agree. The fundamental question, however, remains, how do you find the right people for the job?

As a business grows, roles change and there is a need to reevaluate expectations. This is done to adjust to newer requirements and enhance operational performance and get the desired result.

Describing a job well with the skills and qualifications it requires is a priceless skill. It helps identify and allocate the roles and responsibilities correctly, with the final result being that you hire a suitable employee. Technically, doing all of this is the functional area of job analysis.

It is the structural understanding of a job process, identifying its nature, and showcasing the need of the job. It decides the timeline needed, resources required, and cost efficiency that any job role demands.

Job analysis examines roles and responsibilities of an existing employee and the need to hire a new employee. It also plays a crucial role in updating the job process and maintaining performance. It helps organizations in understanding their strengths and weaknesses to make changes to ultimately arrives at the best practices in job analysis; then, mapping talent to jobs becomes a cakewalk.

With this competency full developed, employers can evaluate and plan timeframes and processes to ensure this efficient workflow.

Job Analysis is business tool for expansion

Job analysis plays a critical role in a business’s expansion. To do it well, you must be able to present and share this analysis and results with relevant stakeholders. You must have the right PowerPoint Templates.

SlideTeam offers you Top 5 Job Analysis Example Templates with Samples from which you can choose.

The 100% customizable nature of the templates provides you with the desired flexibility to edit your presentations. The content ready slides give you the much-needed structure.

Let’s explore our Job Analysis templates and find the best one for your needs.

Template 1: Employee Job Analysis PowerPoint Template

Clear your job analysis explanation using this PPT Slideshow. This is a complete deck with details focusing on the job analysis planning form, developing job descriptions with correct specifications, and maintaining and updating the details. Evaluate job task and training needs analyses as well with this template feedback form.

Download this presentation to inspect employee job safety and performance for their respective roles and responsibilities with the well-researched, curated checklist.

Download Now!

Template 2: Job Analysis Model Based On Core Competency PPT Template

Core competency is a company’s expertise in skills or experience where it beats everybody else in the same business. It puts the company at an advantage in the market place. Using this slide, present the core competency model for analyses, which includes roles, areas of expertise, personal skills, and business management skills.

Template 3: Employee Job Analysis PowerPoint Template

This PPT Template includes job analyses for existing or new positions in an organization. It covers job positions with their duties and responsibilities, experience, and qualifications required. Download this readymade presentation for recruitment and selection process and display the designations available for job analysis. Make sure your requirements are crystal-clear to ensure everybody is committed to their tasks and roles.

Template 4: Job Analysis With Inputs, Position, And Outputs PPT Template

Increase audience engagement and knowledge by dispensing information using this job with inputs, positions, and output template. This slide covers the job analyses process including inputs, such as source of data and method of collecting data, purpose of roles and responsibilities, and output data with job description. Download this editable and adaptable template as the ultimate human resource guide for job analyses.

Template 5: One-page PPT Job Analysis Data Sheet Template

Here, we present an infographic PPT data sheet for job task analysis. This PowerPoint Template lets you explain this strategic and complex process in a manageable manner. This data sheet is a great tool to optimize a job role’s description for employees. Highlight the skills required along with task frequency and duration in this data assessment form. There is also room to mention safety measures related to the job role, also highlighting the environmental factors involved in the workplace with precautions, if any to be exercised.

CORRECT JOB ANALYSIS IS INDISPENSABLE

Job analysis is key to ensure that a company’s ability to operate well match its expansion, be it the number and talent of the employees or the number and requirements of the positions. Run and share this analysis well with our Job Analysis Example Templates.

FAQs On Job Analysis

What is job analysis, give an example.

Job analysis is the process of identifying and analyzing data- backed information for a job’s requirement in an organization. It is a systematic approach for hiring and training new employees and helps in identifying required skills and knowledge needed to execute a new task or project.

An example of job analyses is a list of job’s tasks with the roles and responsibilities, also mapping it to the skills and knowledge expected from an employee.

What are the major components of job analysis?

Job analysis, also known as job description, is the breakdown of necessary requirements and characteristics for a particular job. The four main components of a job analysis are:

• It must have a job title
• It should explain the job roles and duties
• It should mention required skills and qualifications
• It should include a short summary of the job

Remember, the idea is to find a perfect match between the job and person through scientific rigor and precision to ensure businesses face no staffing issues.

Why is job analysis important?

Job analysis is essential as it ensures the selection of the right candidate for the right job. It helps in deciding and analyzing the skills, qualifications, and knowledge of an employee to ease the selection process as well as decide the compensation of the employee in a fair manner. It helps employees in understanding what is expected of them and identifying areas where there is a chance for them to improve and be in a better position.

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JOB ANALYSIS AND DESIGN

Published by Reynold McCoy Modified over 8 years ago

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Presentation on theme: "JOB ANALYSIS AND DESIGN"— Presentation transcript:

The Job Analysis Process Providing a Foundation for Human Resources Activities.

Chapter 5 Job Analysis Human Resource Management in Canada

Objective of HR Strategy

Human Resources Management. Poor HR…  Hire wrong people  Staff under performs  Employee dissatisfaction…attrition  Difficult employees  Under utilize.

Motivating Employees CHAPTER 9 The Future of Business The Essentials 4 th Edition Gitman & McDaniel Prepared by Deborah Baker Chapter 9 Copyright ©2009.

©2007 Prentice Hall Organizational Behavior: An Introduction to Your Life in Organizations Chapter 5 Motivating Individuals in Their Jobs.

Chapter 4 Job Analysis Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis.

Human Resource Management: Gaining a Competitive Advantage

Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Jobs Jobs Chapter.

© 2001 by Prentice Hall and Prof Anne Tsui 2-1 Sept 10, 2002 Determining HR needs and Designing Jobs.

© 2005 Prentice-Hall 5-1 Motivation: From Concepts to Applications Chapter 5 Essentials of Organizational Behavior, 8/e Stephen P. Robbins.

Chapter 6 Jobs and Job Analysis.

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved

Human Resource Management ELEVENTH EDITON

Chapter 4 Job Analysis and Job Design

Introduction to Industrial/Organizational Psychology by Ronald E

© 2008 by Prentice Hall4-1 Human Resource Management Chapter 4 JOB ANALYSIS, STRATEGIC PLANNING, AND HUMAN RESOURCE PLANNING.

McGraw-Hill/Irwin© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Learning Objectives Discuss Job Requirements Explain Job Descriptions List Factors in Job Design.

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JOB ANALYSIS AND JOB DESIGN - PowerPoint PPT Presentation

JOB ANALYSIS AND JOB DESIGN

Job analysis and job design job analysis methods job analysis methods management position description questionnaire categories. product, marketing, and financial ... – powerpoint ppt presentation.

• Job description concentrates on describing the job as it is currently being performed.
• What the job is called.
• where it is to be done.
• How it is to be done.
• Product, marketing, and financial strategy planning.
• Coordination of other organizational units and personnel.
• Internal business control.
• Products and services responsibility.
• Public and customers relations.
• Advanced consulting.
• Autonomy of actions.
• Approval of financial commitments.
• Staff service.
• Supervision.
• Complexity and stress.
• Advanced financial responsibility.
• Board personnel responsibility.

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Job Analysis and Job Design

Aug 07, 2014

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Job Analysis and Job Design. Basic Job Analysis Terminology. Micro-motion Element Task Duty Responsibility Position Job Occupations. 4- 2. Job Analysis. Determining and reporting information on the nature of a job :

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• position analysis questionnaire paq
• key features
• occupational info
• functional job analysis

Presentation Transcript

Basic Job Analysis Terminology • Micro-motion • Element • Task • Duty • Responsibility • Position • Job • Occupations 4-2

Job Analysis • Determining and reporting information on the nature of a job: • Tasks comprising the job; and knowledge, skills, and abilities (KSAs), and responsibilities required of jobholder. • End Product: a written Job Description. 4-3

Job Analysis • Job and its requirements (notcharacteristics of person currently holding the job) are studied. • Job Analysis is the beginning point of many HR functions. 4-4

Job Analysis: Influencing HR Activities • Job Definition– JA results in description of duties and responsibilities of job. • Job Redesign– JA often indicates when a job needs to be redesigned. 4-5

Job Analysis: Influencing HR Activities • Recruitment • Selection and Placement • Orientation • Career Counseling • Training 4-6

Job Analysis: Influencing HR Activities • Employee Safety • Performance Appraisal • Compensation 4-7

Products of Job Analysis 1. Job Description– Written summary of nature and requirements of a job. 4-8

Job Description Contents • Date written • Job Status • Position Title • Job Summary • List of Duties and Responsibilities 4-9

Job Description Contents (continued) • Supervision – Received & Exercised • Principles Contacts • Required Meetings and Reports • Career Mobility • Competency Requirements** • Education and Experience Required** 4-10

Products of Job Analysis 2. Job Specification– Competency, educational, and experience requirements; also known as “KSAs” • Knowledge • Skills • Abilities + Other key qualifications not in KSAs 4-11

Job Analysis Methods – Observation • Simple JA method; used independently or combined with other JA methods. • Motion Study(Methods Study) • Time Study • Work Sampling 4-12

Drawbacks of Observation Method • Observer must be carefully trained • Application is limited to jobs involving short and repetitive cycles: 4-13

Job Analysis Methods – Interviews • Analyst interviews Jobholder(s): • Unstructured interviews • Structured interview – Predesigned format 4-14

Drawback of Interviews • Time-Consuming! 4-15

Job Analysis Methods – Questionnaires • Both objective and open-ended questions: • Existing jobs – Incumbent completes questionnaire, checked by manager. • New jobs – Completed by manager. 4-16

Disadvantages of Questionnaires • Misinterpretation of information (by respondent and/or analyst). • Time-consuming and expensive to develop. 4-17

Variation of Questionnaires Method • Incumbentwrites actual job description, subject to approval of supervisor. 4-18

Job Analysis Methods – Questionnaires • Position Analysis Questionnaire(PAQ) –Analyzes job in terms of employee activities. • 6 major categories • 194 descriptors, called “job elements,” • Uses 5-point scale to analyze each descriptor for degree to which it applies to the job. 4-19

Position Analysis Questionnaire (PAQ) • Primary Advantages: • Can be used to analyze almost any type of job. • Relatively easy to use. • Major Disadvantage: • Length of questionnaire. 4-20

Job Analysis Methods – Questionnaires • Management Position Description Questionnaire (MPDQ) – specifically for analyzing managerial jobs. • 208 items grouped into 13 categories. 4-21

Functional Job Analysis (FJA) • Developed by DOL -- Uses standardized statements and terms to describe job content. • Collects task statements and rates them according to function level or orientation. • Function Level –how employee interacts with data, people, and things. • Function Orientation –amount of time (percentages) employee spends on tasks of each functional level. 4-22

DOT • Dictionary of Occupational Titles (DOT), described over 12,000 jobs • Often provided very job specific, outdated information. • Did not provide cross-job comparisons for job similarities and differences. • Did not directly identify characteristics employees needed or under what conditions job was performed. 4-23

Occupational Information Network (O*NET) • To overcome DOT problems, Department of Labor developed new system: Occupational Information Network (O*NET) • U.S. primary source of occupational info. • Identifies existing work occupations: • 949 occupational titles; Data collected from job incumbents or occupation experts. 4-24

O*NET • O*NET online database: • Describes employee attributes and workplace requirements. • Describes KSAs. • Updated every 5 years, surveying a broad range of employees from each occupation 4-25

O*NET • Content Model – Encapsulates key features of an occupation into a standardized, measurable set of variables called “Descriptors”. • http://online.onetcenter.org 4-26

The ADA and Job Analysis • “Qualified Individual with Disabilities” • Must ID: “Essential Job Functions” • Reasonable Accommodation 4-27

The ADA and Job Analysis • What is an “Essential Job Function” ? • What is “Undue Hardship’? 4-28

Job Design • Structuring work and designating work activities of an individual --- or group of individuals --- to achieve organization objectives. 4-29

Job Design: 3 Phases 1) Specify Individual Tasks. 2) Specify Method to perform each task. 3) Combine tasks into specific Jobs. • Phases 1 and 3: determine Job Content. • Phase 2 indicates How job is to be performed. 4-30

Job Design • Goal? • Prevailing practice in Job Design was to focus almost entirely on simplifying tasks: • Making jobs as specialized as possible. • Why was this a problem? 4-31

Job Scope • Job Scope – Number and variety of tasks performed by jobholder. 4-32

Job Depth • Job Depth – Freedom of jobholders to plan and organize their own work, work at their own pace, and move around and communicate. • Job Depth – Low vs. High • A job can be high in job scope and low in job depth, or vice versa. 4-33

Sociotechnical Approach to Job Design • Both technical system and social system considered when designing jobs: • Job Design should take a holistic, or systems, view of entire job situation, 4-34

Sociotechnical Guidelines for Job Design • Job needs to be reasonably demanding (in terms other than physical endurance), and provide some variety. • Employees need to be able to learn on the job. • Employees need area of decision making. 4-35

Sociotechnical Guidelines for Job Design • Employees need degree of socialsupport and recognition in the workplace. • Employees need to be able to relate what they do to their social lives. • Employees need to believe that the job leads to a desirable future. 4-36

Physical Work Environment • Should provide adequate lighting, temperature, ventilation, and humidity. • Mental and psychological impacts of work environment should be considered when designing jobs. • Occupational Safety and Health Act (OSHA) magnified safety concerns. 4-37

Flextime • Allows employees to choose, within limits, when they start and end their workday. • Organization defines a Core Period. • Disadvantages? • Advantages? 4-38

Telecommuting • Working at home or while traveling and being able to interact with the office: • Advantages? • Disadvantages? 4-39

Job Sharing • Two or more part-time employees perform a job normally held by one full-time person. • Advantages? • How are benefits handled? 4-40

Condensed Workweek • # of hours worked per day is increased; # of days in the workweek is decreased. • Typical Arrangement? • Advantages? • Disadvantage? 4-41

Contingent Workers • 2 Categories: • Independent contractors and on-call workers • Temporary or short-term workers. • Reasons for using contingent workers? • Advantages? • Challenges for managers? 4-42

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