Job Analysis: Determining Responsibilities and Skills for Organizational Success, Study notes of Designs and Groups

Download Job Analysis: Determining Responsibilities and Skills for Organizational Success and more Study notes Designs and Groups in PDF only on Docsity!

JOB ANALYSIS

Riska Septifani, STP, MP

Introduction

 Organization >> group of people to achive the same goal right man in the right place job description and job specification JOB ANALYSIS

Definition

 activity or process to collect and compile information relating to each job, task, type of work and operational responsibilities to realize the objectives of the organization or the business of a company  collection, assessment and preparation in a systematic way on the tasks in a company that is usually done by an expert. Information collected in detail include duties, responsibility, human ability and performance standards

Job Description

 A list of jobs, responsibilities, reporting relationships, conditions of work and responsibility

Job Specification

 List of manpower requirements for a job that is requisite: education background, skills, personality, etc.

Goal

The challenge in creating a reliable human resource: a. modern technology b. comfortable working area c. dignity and fairness in organizations etc. The purpose of HR planning results-oriented job analysis is to realize the existence, effectiveness and efficiency, and productivity in achieving the company's goals or objectives.

Benefit

HR activities related to Job analysis

1. Evaluation and the role of the environment on

the individual work

2. Reviewing the possibility of working conditions

applied

3. Create rules that can benefit all parties

4. Designing HR needs in the future

5. Adjusting the number of applicants and available

jobs

HR activities related to Job analysis

6. Designing educational and training

needs of employees new and old

7. Designing a plan to develop the potential

of employees

8. Determine the standard of work /

achievements realistic

9. Work Placement

10. Granting compensation (promotion /

demotion and reward / punishment)

Description and specification vs Candidate SDM BY QUALITATIVE  If = smooth  If ≠ whether > or <  If ≠, what to do? a. Strict  postponed b. Adjustment, by:

• Training
• Transfering

Description and specification vs Candidate SDM BY QUANTITATIVE  Calculations based on the information in the labor market  The number of high school graduates > Number of undergraduate  If the requirement undergraduate, proceed? ADJUSTMENT When the recruitment process is completed, there will be a gap, because there can be no one who really MATCH 1 00 % to the REQUIREMENT (job desc and job specs)  need ADJUSTMENT

Basic Methods to Collect Data

 Observation  Interview  Make a list of questions/questionnaire  Checking the record / diary of work / log book  Gathering information from a more senior employee (Can be done separately or in combination)

The job analysis is based on the

orientation

 job oriented orientation on the task. Information collected and studied the job in connection with his main duties.  Work oriented orientation at work/behaviour. In this case the analysis of the work associated with the conduct or what is done by the employees to carry out such a task.

Thank you 

Individual assignment

1. Find an example of job vacancy (can be from printed / electronic media), type of job/position and the company should be clearly mentioned  prioritizing the agro- industrial company
2. Perform Job Analysys on one kind of Job VAcancy, with information from various sources
3. Create a job description and job specification
4. Make improvements in job vacancy based on the job analysis