NAME: SAVIRA RAMROOP
ID #: 03765447
COURSE: COMPENSATION
MANAGEMENT
TUTORIAL: SATURDAYS, 4-6PM
TUTOR: GASTON HARRISON
QUESTION:
The chief executive officer deems it necessary for a job analysis exercise to be conducted on the various positions in the organisation.
Outline the various uses to which data from the job analysis can be put and discuss, in detail the steps you would take in accomplishing this task.
Job Analysis: Overview
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job.
The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
The following four steps are useful in performing a successful job analysis: -
1. Determining the organizational use of job content and other related data.
2. Learning about the structure, operations, and jobs of the organization.
3. Identify and select methods for collecting job content data and other related facts.
4. Schedule the necessary and logical work steps.
Step 1: Purpose of Job Analysis
The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.
Determining Training Needs
Job Analysis can be used in training/"needs assessm ...