The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it isA. Job analysis Show
B. Job design C. Job recruitment D. Job description Answer: Option A Solution(By Examveda Team)The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Steps Involved in Job Analysis Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It is a process of collecting information related to various aspects of the job. The main purposes of conducting job analysis are to prepare a job description and job specification which in turn helps to hire the right quality of workforce into the organization. It collects and analyses the information associated with job description and specifications. Following steps are involved in job analysis:
This is the first step of job analysis under which required information related to various aspects of jobs are collected. Probably the most important consideration is to identify the objectives of the job analysis. Information is obtained through different methods such as interview, observation, questionnaire, critical incidents etc. It is associated with the preparation of plans and programs and assignment of responsibilities to the concerned person.
This is the second step of job analysis process under which the previously collected information is reviewed to design organizational charts, current position descriptions and specifications, procedures, manuals and process charts. These help in the detailed assessment of job.
Analyzing all jobs at a time is a complex and costly affair. So, only a representative sample of jobs is selected for the purpose of detailed analysis. Under it, the job analyst investigates to determine which organization managers or employees require job analysis. He should also determine for what purpose the job must be analyzed.
Under this step of job analysis process, a job analyst obtains the data and information related to the selected jobs. The information is collected on the job activities, required employee behaviors, working conditions, human traits and qualities, abilities to perform the job and other various dimensions of the job. Data can be collected either through questionnaire, observation or interviews.
In this step of job analysis, a job description schedule is developed through the information collected in the above step. This is the written statement which describes the prominent characteristics of the job along with duties, location, and degree of risk involved in each job.
Developing the job specification is the last step of job analysis process under which a detailed specification statement is prepared showing the minimum requirement of each job. It consists of a requirement of the job holder for successfully performing the job. A job specification summarizes the personal qualities, traits, skills, knowledge, and background required to perform the specific task. It also involves the physical and psychological attributes of the incumbent. Information Source:
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Terms in this set (23)Job analysis procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job description a list of a jobs duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities-one product of a job analysis. Job specifications (what kind of people to hire for the job)list of a jobs "human requirements," that is the requisite education, skills, personality, and so on- product of job analysis 6 steps to job analysis 1. How you'll use the information 2. Review relevant background info 3. Select representative positions 4. Analyze the Job 5. Verify job analysis info 6. Develop job description and job specification Methods for collecting Job Analysis Info Interviews, questionnaires, observations, diary, and quantitative techniques Organization chart chart that shows the organization-wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom Process Chart work-flow chart that shows the flow of inputs and outputs from a particular job Reactivity worker's changing what they normally do because you are watching Cycle time it takes to complete the job Diary/log daily listings made by workers of every activity in which they engage along with the time each activity takes Postion analysis questionnaire (PAQ) questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs Dictionary of Occupational Titles for many years WAS the bible of job descriptions. Contained detailed info on almost every job in America Department of Labor Procedure (DOL) uses a set of standard basic activities called worker functions to describe what a worker must do with respect to data, people and things functional job analysis similar to DOL, but it rates the job not just on data, people and things but also on the extent to which performing the task also requires four other things Writing Job descriptions (most usually cover these) 1. Job identification 2. Job summary 3. Responsibilities and duties 4. Authority of incumbent 5. Standards of performance 6. Working conditions 7. Job specifications Standard Occupational Classification (SOC) classifies all workers into one of 23 major jobs that are subdivided into minor groups of jobs and detailed occupations (1 thing that replaced the Dictionary) Standards of performance lists the standards the company expects the employee to achieve under each of the job descriptions main duties and responsibilities O*Net U.S. Department of
Labor's occupational information network Job enlargement assigning workers additional same-level activities job rotation systematically moving workers from one job to another Job enrichment redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth and recognition Competencies Demonstrable characteristics of the person that make performance. (in order to do this job what do you have to do?) Competency- based job analysis describes the job in terms of measurable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well Recommended textbook solutions
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What is the process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job?Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands.
Is the procedure through which one determines the duties associated with position and the characteristics of people to hire for those positions?Answer and Explanation:
C) Job analysis is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.
Is the process of determining pertinent information relating to the nature of a specific job?job analysis is the process of determining and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks that comprise the job and the skills, knowledge, abilities, and responsibilities required of the holder for successful job performance.
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The procedure for determining the duties and skill requirements of a job
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