Job description
The objective of effective selection is to match individual characteristics (ability , experience, etc) with the requirement of the job. When the management fails to get a proper match, both employee performance and satisfaction suffer. In search to achieve the right individual-job fit , where does management begin? The answer is to assess the demands and requirement of the job. The process of assessing the activities within a job is called job analysis
Job Analysis involves developing a detailed description of the tasks involved in a job, determining the relationship of a given job to other jobs, and ascertaining the knowledge skills, and abilities necessary for an employee to successfully perform the job.
How is this information attained? Table below describes the more popular job analysis methods
1. Observation Method . An analyst watches employees directly or reviews films of workers on the job.
2. Individual Interview Method. Selected job incumbents are extensively interviewed and the results of a number of these interviews are combined into a single job analysis.
3.Group Interview Method. Same as individual except that the number of job incumbents are interviewed simultaneously.
4. Structured Questionnaire Method. Workers check or rate the items they perform in their jobs from a long list of possible task items.
5.Technical Conference Method. Specific characteristics of a job are obtained from “experts” who typically are supervisors with extensive knowledge of the job.
6.Diary Method. Job incumbents record their daily activities in a diary.
Information gathered by using one or more of the job analysis methods results in the organization being able to create a Job Description and Job specification
Job Description is a written statement of what a job holder does ,how it is done .and why it is done .It should accurately portray job content ,environment and the conditions of employment .The job specification states the minimum acceptable qualifications that an employee must possess to perform a given job effectively .So job descriptions identify characteristics of the job, while job specifications identify characteristics of the successful job incumbent.
The job description and specification are important documents for guiding the selection process. The job description can be used to describe the job to potential candidates ,The job specification keeps the attention of those doing the selection on the list of qualifications necessary for an incumbent to perform a job and assists in determining whether or not candidates are qualified.
The above will help in designing Performance Appraisal system for the organization. It can also be instrumental for the executives who are selected for the company to set their own objectives and identify Key Result Areas (KRAs). The scope of this article is limited to Job description as such other topics are not touched here
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V.Sree Rama Rao, B.E.,M.I.E.,MIMA has put on 34 years in leasing Indian Corporates in Techno-Commercial areas and retired recently as General Manager. He is a practicing Chartered Engineer and a Business Consultant specialized in the areas of Materials Management Imports, HR and General Management.. He can be contacted on e-mail vsramarao1rediffmail.com
Written for CiteHR.com
From India, New Delhi
7The objective of effective selection is to match individual characteristics (ability , experience, etc) with the requirement of the job. When the management fails to get a proper match, both employee performance and satisfaction suffer. In search to achieve the right individual-job fit , where does management begin? The answer is to assess the demands and requirement of the job. The process of assessing the activities within a job is called job analysis
Job Analysis involves developing a detailed description of the tasks involved in a job, determining the relationship of a given job to other jobs, and ascertaining the knowledge skills, and abilities necessary for an employee to successfully perform the job.
How is this information attained? Table below describes the more popular job analysis methods
1. Observation Method . An analyst watches employees directly or reviews films of workers on the job.
2. Individual Interview Method. Selected job incumbents are extensively interviewed and the results of a number of these interviews are combined into a single job analysis.
3.Group Interview Method. Same as individual except that the number of job incumbents are interviewed simultaneously.
4. Structured Questionnaire Method. Workers check or rate the items they perform in their jobs from a long list of possible task items.
5.Technical Conference Method. Specific characteristics of a job are obtained from “experts” who typically are supervisors with extensive knowledge of the job.
6.Diary Method. Job incumbents record their daily activities in a diary.
Information gathered by using one or more of the job analysis methods results in the organization being able to create a Job Description and Job specification
Job Description is a written statement of what a job holder does ,how it is done .and why it is done .It should accurately portray job content ,environment and the conditions of employment .The job specification states the minimum acceptable qualifications that an employee must possess to perform a given job effectively .So job descriptions identify characteristics of the job, while job specifications identify characteristics of the successful job incumbent.
The job description and specification are important documents for guiding the selection process. The job description can be used to describe the job to potential candidates ,The job specification keeps the attention of those doing the selection on the list of qualifications necessary for an incumbent to perform a job and assists in determining whether or not candidates are qualified.
The above will help in designing Performance Appraisal system for the organization. It can also be instrumental for the executives who are selected for the company to set their own objectives and identify Key Result Areas (KRAs). The scope of this article is limited to Job description as such other topics are not touched here
*********************************
V.Sree Rama Rao, B.E.,M.I.E.,MIMA has put on 34 years in leasing Indian Corporates in Techno-Commercial areas and retired recently as General Manager. He is a practicing Chartered Engineer and a Business Consultant specialized in the areas of Materials Management Imports, HR and General Management.. He can be contacted on e-mail vsramarao1rediffmail.com
Written for CiteHR.com
From India, New Delhi
Dear Sir...
I just wanted to clear up a few confusions that i have regarding job analysis/descriptions...Is it still prevelent in todays corporate world,except for recruitment purpose,cause what i have seen so far...be it for performance appraisal or compensation job analysis is not given importance....
I wanted to know more cause this is one of the areas on which i want to do my final project...
Pranati
From India, Mumbai
I just wanted to clear up a few confusions that i have regarding job analysis/descriptions...Is it still prevelent in todays corporate world,except for recruitment purpose,cause what i have seen so far...be it for performance appraisal or compensation job analysis is not given importance....
I wanted to know more cause this is one of the areas on which i want to do my final project...
Pranati
From India, Mumbai
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Job Description - HR & Admin.doc