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Thursday, August 6, 2020 | History

1 edition of Job analysis, job specifications, and job descriptions found in the catalog.

Job analysis, job specifications, and job descriptions

Job analysis, job specifications, and job descriptions

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Published by U.S. Small Business Administration, Office of Management Assistance, For sale by the Supt. of Docs., U.S. G.P.O. in [Washington, D.C.?] .
Written in English

    Subjects:
  • Job analysis,
  • Job descriptions

  • Edition Notes

    Cover title

    SeriesBusiness basics : a self-instructional booklet -- 1020, Business basics -- 1020
    ContributionsUnited States. Small Business Administration. Office of Management Assistance
    The Physical Object
    Pagination34 p. ;
    Number of Pages34
    ID Numbers
    Open LibraryOL14939459M

      Job Analysis is the procedure through which one determines the duties and nature of the jobs. General purpose of job Analysis is to document the requirements of a job and the work performed. Moreover job Analysis is fundamental to the preparation of job specification and description.   Job Description and Job Specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection.

    Job Analysis is the procedure through which you determine the duties of the positions to be staffed and the characteristics of people who should be hired for them. The analysis produces information on job requirements this information is then used for developing job descriptions and job specifications (i.e. jobs human requirements, or what kind of people to hire for the job). 3. State true or false i. Job description and job specification are the two sets of data in the job analysis process. a. True b. False View Answer / Hide Answer.

    Moreover, Job Analysis information is significant to prepare job descriptions and job specifications that are utilized in designing organisation structure, devise proper recruitment and selection method, compensation administration, better performance appraisal, and adequate training and development facilities, proper career path counselling. A few definitions on job analysis are quoted below 1. Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications. 2. Job analysis is a systematic exploration of the activities within a job.


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Job analysis, job specifications, and job descriptions Download PDF EPUB FB2

This book describes how to perform Job Analyses, and how to write Job Descriptions and Job Specifications. Human Resource professionals and other business managers need to perform Job Analyses and write Job Descriptions and Job Specifications in order to successfully recruit the best professionals to their company.

The information gathered from the job analysis is used to develop both the job description and the job specifications. A job description is a list of tasks, duties, and responsibilities of a job.

Job specifications, on the other hand, discuss the skills and abilities the person must have to perform the job. uction of Chosen Company, Nature of its Business and its general Plans in Singapore.

Analysis that include(job description and job specification) of a Chosen Department or a Position in the Company. design of the chosen Department. Job description and job specification are the two essential components of job analysis.

Job analysis refers to the identification of the vacant job position and description of the task, duties, role, responsibilities and job title along with related requirements. It includes skills, qualification, knowledge and experience a person must possess to fill up that position.

Job analysis and development of accurate job descriptions support many critical aspects of an organization’s human capital management – Recruitment of the correct candidate. Establishment of competitive compensation. Individual productivity and employee engagement.

Streamline of work processes and accountability. Identification of training. Develop a job description and job specification. The job description is a written statement that describes the activities and responsibilities of the job as well as its important features, such as working conditions job specifications safety hazards.

Job specification summarizes the personal qualities, traits, skills, and background required for getting the job done.

It may be and job descriptions book a separate document or the same document as the job description. Title: Job Analysis: Job Description, Job Specification and Job Evaluation 1 Job Analysis Job Description, Job Specification and Job Evaluation. Jayendra Rimal; 2 Goal Match Person Job.

Need information about the Person about the Job; 3 Definitions. Job Analysis the process of collecting analyzing information about jobs to write.

Job Analysis - Job Description and Job Specification Job analysis is primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern.

A personnel manager has to undertake job analysis so as to put right man on right job. Job Descriptions and Job Specifications. Job Descriptionis a broad and written statement of a specific job in the organisation, based on the findings of a the job analysis.

Job Description generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the title of the job, and the name or designation of the person to whom the employee will.

Job Description and Job Specification Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of.

Get this from a library. Job analysis, job specifications, and job descriptions. [United States. Small Business Administration. Office of Management Assistance.;].

There are two outcomes of job analysis: >> Job description >> Job specification The information collected under job analysis is: >> Nature of jobs required in a concern. >> Nature/ size of organizational structure. >> Type of people required to fit that structure. >> The relationship of the job with other jobs in the concern.

>> Kind of qualifications and academic background required for jobs. A well-written Job description and job specification help in faster hiring and closing of any job vacancy. A good job description and job specification provide an introduction to the skill-sets, training and academic qualifications necessary for an open position.

Read this article to learn about job description and job specification in in job analysis process. Job Description: Job description is the first immediate by-product of job analysis process. It is a recorded statement of facts about the activities of the jobholder, how and why it is performed.

Job Analysis: HR-Guide to the Internet. 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. The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal.

Job description is a document indicating what a job covers, i.e. tasks, responsibilities, duties, powers and authorities, attached to a job. In finer terms, Job Analysis means an in-depth examination and evaluation of a particular Job.

Conversely, Job Description is a statement that characterizes of a particular job. Job Description is the outcome of Job Analysis while Job specification is the result of Job Description.

Job Description describes jobs, but Job Specification describes job holders. The job description is a summary of what an employee will do after getting selected. Control Job Descriptions and Job Specifications: This is the last step in the process of job analysis wherein the job descriptions, and the specifications are timely checked and modified according to the changing needs of the organization.

The job analysis results in the job description and the job specification. The Job description comprises of job duties, the level of responsibilities, working. Job analysis and job description are concepts very closely related to one another.

Job description is one of the two components that make up a job analysis. In order for a proper job analysis to be done, a comprehensive job description needs to be written up.

Despite their similarities, there are a few differences between them. Job analysis is broadly bifurcated into two components i.e. job description and job specification. Both these together give a complete understanding about job title, position, location, qualification, skills, duties, responsibilities, skills etc.

Importance of Job Analysis. Job analysis is a critical part of recruiting a person for a particular. Effectively developed, employee job descriptions are communication tools that are significant in an organization's success.

The main purpose of conducting job analysis is to prepare job description and job specification which would help to hire skilled workforce. Job description is a statement of information about duties and responsibilities of.OMF Job and Competency Analysis System is a proven and integrated modern job and competency analysis tool for the compensation professional, job analyst, industrial psychologist or other job and competency investigation and design professional.Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities.

Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the.