L1

• JOB ANALYSIS

  • Building block of HR
  • Helps know the charac of a particular position
• JOB ANALYSIS

  • Forms the foundation of HR managers in
  • Selection
  • Perf Appraisal
  • Training & Devt
  • Job Eval
  • Career Planning
  • Work Design
  • HR Planning
• JOB ANALYSIS

  • Helps determine compensation levels for jobs by:
  • Identifying skill level required
  • Separating out different compensable job factors
  • Calling attention to any special working condition
  • Defining levels of responsibility
  • Determining the educations, qualifications, skills & experiences
• JOB ANALYSIS

  • Process of obtaining info abt jobs & the context in which jobs are performed

  • Explores info re the nature & major reqs of a specific job through observation, research, & study.
• 3 Major Questions in Job Analysis

  • Wat are the tasks performed by the job?
  • How are they performed?
  • What are the qualities required in the effective performance of the job?
• JOB EVALUATION

  • An objective & logical proces

  • Determines the comparative usefulness of each & every job of the org
• JOB EVALUATION

  • Basic purpose:
  • Find out appropriate base salary
  • Remove the disparities in the wage system
  • Implement a consistent & a justified wage differential in the org
• TWO METHODS OF JOB EVALUATION

  • Non-analytical System
  • Analytical System
• TWO METHODS OF JOB EVALUATION: Non-analytical System

  • Ranking

  • Grading
• TWO METHODS OF JOB EVALUATION: Analytical System

  • Point Rating

  • Factor Comparison
• JOB ANALYSIS

  • Comprehensive process.
  • The first step to job evaluation.
• JOB EVALUATION

  • Comparative process.
  • Happens after the job is analyzed.
• JOB ANALYSIS

  Done to prep a job desc & job specification.
• JOB EVALUATION

  Aims at implementing an equitable & justified wage system in an org.
• JOB ANALYSIS

  An in-depth examination is performed to gather information about every minute detail about a particular job.
• JOB EVALUATION

  A process of determining the importance of a particular job in relation to the other job in the org.
• JOB ANALYSIS

  • Helps in recruitment & selection, training & development, performance appraisal, compensation.
• JOB EVALUATION

  • Helps in ranking jobs by comparing them on the basis of their importance.
• PRE-REQUISITES OF THE EVALUATION

  • It rates the job, not the job holder.

  • The criteria selected for rating should be easily explainable.

  • Its criteria should cover major aspects of every job to avoid clashing.
• PRE-REQUISITES OF THE EVALUATION

  • Participation of supervisor in rating the job.

  • Points are only required to be discussed with the supervisor, any discussion regarding money should be avoided.