Human Resource Management
Chapter 2 – Talent Acquisition
Topic – Job Analysis
www.pib
m.in
1
Creating a right
fit between job
Through Job and candidate
designing and Recruitment Used in
and selection
candidate skill evaluating
compensation will employee
be defined Appraisal
Job Analysis is the process of identifying the job duties and requirements,
job Compensation
task’s or behavior, outcomes, necessary skills and its relative
Performance
importance of roles in the job.
Management
Analysis
System
Purpose
Job analysis is the combination of Job Description & Job Specification
Understand the of JA
employee Training
Job Analysis is used in employee hiring process, employee training,
requirement and
compensation fixation and etc. in the organization Job Redesigning,
development enrichment and
process enlargement
Training and
Process
Development Job designing
Need Analysis
Develop JD & JS
Process of Job
Analysis
Verify the Job
Analysis
Actual Analysis
of the Job
Select the
Position
Review-relevant
background
Use of Information
Process of Job Analysis
Determination of uses and purpose
of job analysis
Strategic Choices in Job analysis
1. Employment involvement
2. Level of details
3. Source of job data
Information collection for job
analysis
Job Description Information Processing Job Specification
Job Design
Job Analysis
• Gathering job-related information involves lots of efforts and time.
• Job description is a broad, general, and written statement of a specific job, based on the
• • Job
Before starting togives
Specification conduct a jobinformation
detailed analysis process,
aboutitany
is very necessary job
job including to decide what type
responsibilities,
findings of a job analysis.
of content
desired or information
technical is toskills,
and physical be collected and why.ability and much more.
conversational
• It generally includes duties, purpose, responsibilities, scope, and working conditions of
•
• ItJob analysis
helps is divided
in selecting into two
the most categories
appropriate candidate for a particular job.
a job along with the job's
• Job Description title, and the name or designation of the person to whom the
employee reports.
• It helps• recruiting
Job Specification
team of an organization understand what level of qualifications,
qualities and set of characteristics should be present in a candidate to make him or her
eligible for the job opening.
Job Analysis
Business Unit Qualifications
Job Title
Job Description Work Experience
Job Specification
Incumbent Name
Skills Required
Main Purpose of
the Job
Recruiter Name
Supervision
Exercised
Supervision Recruiter Designation
Received
Roles and Recruiter Contact
Responsibility Number
Job Description and Specification - HR Head, Mapro Limited
SI.NO.Elements of JD Pointers to be covered
1 Business Unit HR Department
2 Job Title HR Head
3 Incumbent Name CHRO
Job Analysis 4 Main purpose of the job 1. Handling HR Functions and Policies in the organization
2. Handling employee query and MIS Documentation
5 Supervision excercised Asst. Manager - HR
6 Supervision received CHRO
7 Roles & responsibilites 1. Recruitment and Selection
1.1. Conducting Manpower Planning Analysis - Identify the need of Manpower
1.2. Handling the Interview Process - HR Interview
2. Employee Training and Development
2.1. Conducting Orientation Program to the new joiners
2.2. Identifing and desinging suitable Training methods for their employees
2.3. Designing the training calendar and program schedule
3. Employee Performance Evalaution
3.1. Design KPI, KRA and Goal sheet for the employee
3.2. Designing and planning PMS Methods and Evalaution process
3.3. Assessing the employee performance in periodical timeline
4. Compensation and Benefits
4.1. Designing the CTC Structure
4.2. Handling Increment, Incentives and Promotion process of the employee
4.3. Handling the employee benefits
5. MIS Document
5.1 Handling the employee database system - HRIS
8 Qualification required Any Graduates with PGDM/MBA - HR
Experience Required 3 to 5 Years
9 Skills Required Domain Skill - HR Practices, HR Functions, Norms and Laws, HR Policies, ELC
Interpersonal Skill - Problem Solving, Communication, Leadership, Decision
Making, Motivation, Organizer and Team Building
Analytical Skill - Excel, PPT and Python
10 CTC 10 to 12 Lac
11 Position holder : HR Recruiter
12 Name: M. Rajalakshmi
13 Signature: RM.
O Net
Model
Functional
PAQ Model Job analysis
Model
Job Analysis
Tools
Fleishman
Competency
Job Analysis
Model
Model
Job Scan
Model
O Net
Model
• O Net Model helps managers or job analysts in listing job-related data for a
very large number of jobs simultaneously.
• It helps in collecting and recording basic and initial data of the candidate
• educational requirements
• physical requirements
• mental and emotional requirements
• It also links the level of compensation and benefits, perks and advantages to
be offered to a prospective candidate for a specific job.
Functional
Job analysis
Model
• FJA stands for Functional Job Analysis and helps in collecting and
recording job-related data to a deeper extent.
• It is used to develop task-related statements.
• It determine the complexity of duties and responsibilities involved in
a specific job
Fleishman
Job Analysis
Model
• Representing Fleishman Job Analysis System, it is a basic and
generic approach to discover common elements in different jobs
including
• verbal abilities
• reasoning abilities
• idea generation
• quantitative abilities
• emotional characteristics
Job Scan
Model
This technique defines the personality dynamics and suggests an ideal
job model.
However, it does not discuss the individual competencies such as
intellect, experience or physical and emotional characteristics of an
individual required to perform a specific job.
Competency
Model
This model talks about the competencies of employees in terms of
knowledge, skills, abilities, behaviors, expertise and performance.
The model also includes some basic elements such as qualifications,
experience, education, training, certifications, licenses, legal
requirements and willingness of a candidate.
PAQ
Model
PAQ represents Position Analysis Questionnaire.
This well-known and commonly used technique is used to analyze a job
by getting the questionnaires filled by job incumbents and their
superiors.
Designed by a trained and experienced job analyst, the process involves
interviewing the subject matter experts and employees and evaluating the
questionnaires on those bases.
This method helps interviewer
know what exactly an employee
thinks about his or her own Lets
job see about various
and responsibilities involved in it.
methods of Job
Analysis A job analyst observes an
employee and records all his
performed and non-
performed task, fulfilled and
un-fulfilled responsibilities
and duties
Interview Observation
Method Method
Job analysis method is getting
Questionnaire
the questionnaires filled from
Method
employees, their superiors and
managers.
ItsSure
Interesting Jeni we
Jeni, Come
and I learned
will check ourtheJD
various toolsof
Format in our
Job
Thank youyou
Tara, can Tara…
explain
Analysis also
company me the JD and JS
Sure Jeni, If you any Tara, JD and JS
doubt kindly let me Explanation is Good
Most Welcome Jeni
know. andSure
nowTara…
I understand
thank
how
youtofor
prepare the JD
your time and
format for the new
knowledge
profile
“All power is within you; you can do anything
and everything if you are educated”
