What is Job Analysis?Job analysis is the process of studying and collecting information about the tasks and responsibilities of a particular job. This information can include the duties and responsibilities of the job, the necessary skills and knowledge, the working conditions, and any other relevant factors. Job analysis can be used to help create job descriptions, identify training needs, and determine pay rates. It can also be used to identify possible hazards in the workplace and to develop safety procedures. Show
What are the steps in the Job Analysis process?The job analysis process is a systematic way of gathering information about a job. The goal of job analysis is to identify the tasks and activities that make up a job, and the knowledge, skills, and abilities needed to do the job. The steps in the job analysis process are:
Who does the Job Analysis?The job analysis is a process in human resources that is used to identify and describe the duties and responsibilities of a particular job. The job analysis is also used to identify the knowledge, skills, and abilities that are necessary for someone to be successful in that job. The job analysis is often conducted by a human resources specialist, but it can also be conducted by the manager of the department where the job is located. How often do you need to do Job Analysis?A job analysis is a process used to identify and describe the duties and responsibilities of a job. It also includes identifying the knowledge, skills, and abilities needed to perform the job. A job analysis should be conducted regularly to ensure that the job description is accurate and up-to-date. It is also used to identify training needs and to develop selection criteria. Who do you use to do Job Analysis?There are a few different methods you can use to do a job analysis, including interviews with employees, surveys, and reviewing job descriptions. However, the most common way to do a job analysis is to use a tool called a job analysis questionnaire (JAQ). A JAQ is a list of questions that ask employees about the tasks and duties of their job. This information can help you determine what skills and knowledge are needed to do the job, as well as the necessary abilities and qualifications. You can also use information from a JAQ to create a job description and to identify training needs. A position description serves as a formal document that summarizes the important functions of a specific job on which the university bases position postings, job interviews, and performance appraisals. Position descriptions should accurately represent actual duties and responsibilities, the percentage of time on those duties, and job specifications. Whenever
you need to write or revise a job description, please begin with the Word-formatted template of the job description. A compensation analyst can assist in drafting the job description. After the job description is finalized, a certification memo will be signed and attached to the job description. The completed job description should be submitted to the Compensation Analyst to grade and assign a job code number. Title
Position ObjectiveProvide a brief summary of the scope, objective or role, and key responsibilities (typically three to four) of the position. Describe how the position supports, contributes, or is linked to the organizations or programs mission. If the position supports research, briefly describe objective of project. It may be helpful to write a position summary after defining the essential responsibilities (functions) of the position. Examples
Essential FunctionsThis section (duties and responsibilities) should use action statements of key work activities to achieve the position objective. Limit this section to current essential duties and responsibilities each of which accounts for more than 5 percent of the position.
Nonessential Functions
Attend training and provide end user guidance in the functionality of the new student information system. (2%) ContactsThis section is important in rating the position, so please give it thought and consideration when developing the position description. Indicate who the incumbent will have contact with (i.e., department staff, students, potential donors), the frequency (i.e., infrequent, occasional, moderate, regular, frequent, and continuous) and for what purpose (i.e., provide information, resolve complaints, solicit donations). When considering the purpose of the contact, think in terms of those activities necessary to correlate and coordinate functions inherent in the position, the scope of responsibilities of the contact, difficulty and/or controversy involved, and the presence or absence of guiding practices procedures, policies or goals. ExampleStudents: Moderate contact with students to explain the application of policies. Supervisory ResponsibilityDirect supervisory responsibility includes the authority to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward or discipline subordinate employees or effectively recommend such actions. List the job titles of the direct report under supervisory responsibility (refer to organization chart). QualificationsExperienceList the basic (minimum) experience needed to be successful in the position. EducationList the basic (minimum) education, certification, and/or licensing needed to be successful in the position. Required SkillsList those measurable or observable knowledge, skills, abilities, and/or behaviors that are required to succeed in performing the essential functions. Examples
Working ConditionsIdentify the working conditions and physical demands which relate to the essential functions of the position, such as working indoors/outdoors, working with exposures to hazards, etc. Include special considerations for the position, such as occasional travel or necessary overtime. Use this list to help you determine working conditions to include. ExampleThe physical environment requires the employee to work both inside and outside in heat/cold, wet/humid, and dry/arid conditions. Frequently required to use personal protective equipment to prevent exposure to hazardous materials. May be requested to work overtime and weekends for special program events. What is the duties and responsibilities involved in a particular job called?A job description is a document listing the tasks, duties, and responsibilities of a specific job.
What include the person's main duties responsibilities and working conditions?A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.
Which one of the following is a written statement that describes the activities responsibilities working conditions and supervisory responsibilities of a job?job analysis C) job description D) job context Answer: C Explanation: C) A job description is a written list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities, and it is the result of a job analysis.
|