job analysis

Examples of job analysis in the following topics:

• Internal equity

  • Compensation specialists use two tools to help make these decisions: job analysis and job evaluation.
  • Job analysis is a systematic method to discover and describe the differences and similarities among jobs.
  • A job description summarizes the information collected in the job analysis.
  • See http://en.wikipedia.org/wiki/Job_analysis for more information about job analysis.
  • Job evaluation is a process that takes the information gathered by the job analysis and places a value on the job.

• Pay

  • Compensation specialists use two tools to help make these decisions: job analysis and job evaluation.
  • A job analysis is a systematic method to discover and describe the differences and similarities among jobs.
  • A good job analysis collects sufficient information to adequately identify, define, and describe the content of a job.
  • In general, a typical job analysis attempts to describe the following:
  • A job evaluation is a process that takes the information gathered by the job analysis and places a value on the job.

• Tactics for Improving Fit

  • The basis for improving fit between the employee and the job is striking a balance between job design and individual—crafting the job in such a way that it complements the employee's individual skills, aspirations, personality, and attributes.
  • As a result, flexibility to tailor the job design for both organizational effectiveness and employee job satisfaction is a significant, ongoing part of the job design process.
  • This design becomes the foundation for the job description, which is a more exact picture of the job's nature and which comprises the following:
  • The first step in improving fit for a given job design is training.
  • Job analysis employs a series of steps which enable a supervisor to assess a given employee/job fit and to improve the fit, if necessary.

• Employee Recruitment

  • The different stages of recruitment are: job analysis, sourcing, screening and selection, and onboarding.
  • Job analysis involves determining the different aspects of a job through, for example, job description and job specification.
  • The former describes the tasks that are required for the job, while the latter describes the requirements that a person needs to do that job.
  • Methods of screening include evaluating resumes and job applications, interviewing, and job-related or behavioral testing.
  • Internet job boards and job search engines are commonly used to communicate job postings.

• Finding Good Candidates

  • The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed.
  • Often a company will have job descriptions that represent a historical collection of tasks performed in the past.
  • Each job description should be associated with a list of critical skills, behaviors, or attitudes that will make or break the job performance.
  • Starting a recruitment with an accurate job analysis and job description ensures the recruitment process effort starts off on a proper track for success.
  • After the job analysis, the process moves onto sourcing, which involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruitment research, which is the proactive identification of passive candidates who are happy in their current positions and are not actively looking to move companies.

• Employee Selection

  • A selection system should depend on job analysis.
  • This ensures that the selection criteria are job related and propose value additions for the organization.
  • The selection ratio (SR) is the number of job openings (n) divided by the number of job applicants (N).
  • When the SR is equal to 1, the use of any selection device has little meaning, but this is not often the case as there are usually more applicants than job openings.
  • As N increases, the quality of hires is likely to also increase: if you have 500 applicants for 3 job openings, you will likely find people with higher-quality work among those 500 than if you had only 5 applicants for the same 3 job openings.

• Combining internal and external equity

  • The first is pay structure, the output from the job evaluation.
  • Alternatively, statistical techniques such as regression analysis are used to create a pay policy line.
  • In other words, the straight line generated by the regression analysis will be the line that best combines the internal value of a job (from job evaluation points) and the external value of a job (from the market survey).
  • First, they analyze the content of each job.
  • Third, they price each job in the market.

• Work and Technology

  • Examples of service sector jobs are jobs in the medical services sectors, teachers, lawyers, and sales representatives.
  • Examples of service sector jobs are jobs in the medical services sectors, teachers, lawyers, and sales representatives.
  • They are being forced to compete in a global job market, they are being replaced by computers that can do jobs more effectively and faster.
  • Medical processes such as primary screening in electrocardiography or radiography and laboratory analysis of human genes, sera, cells, and tissues are carried out at much greater speed and accuracy by automated systems.
  • In general, automation has been responsible for the shift in the world economy from industrial jobs to service jobs in the 20th and 21st centuries.

• Why employees fear change

  • Job loss.
  • Mention ‘effi ciency' or ‘change' in a workplace and many employees immediately assume that jobs are on the line.
  • That's why many change initiatives should begin with a promise that job losses are a last resort.
  • This can lead to employees wanting excessive details and other procrastination techniques (i.e. paralysis by analysis).

• PhD Degree Occupations

  • .), but it also means you will be much better qualified for these types of jobs.
  • It also often includes training in qualitative research methods, like content analysis.
  • Additionally, graduate training includes much more in depth analysis and discussion of many of the topics discussed in your undergraduate training.
  • Depending on the type of university or college where one works, the job description will vary substantially.
  • In both types of institutions, there are both tenure and non-tenure track jobs.