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Job analysis is subject to several standards including:
1. quality of performance required.
2. the size of the required performance.
3. knowledge and scientific and technical skill.
4. self management and ability to work without direct supervision.
5. teamwork (group work).
6. the spirit of the initiativ
. level of motivation at work.7
8. discipline and time management.
9. commitment to the application of occupational health and safety.
10. commitment to the dates of attendance, degrees of absence.
11. focus on customer service.
12. General appearance.
Always focus on the performance and the percentage of completion of tasks
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Inventory and identify jobs. The inventory and determine the functions to be collecting information about them, This step is very important as is that of determining the quality and the number of jobs, are sources limited to the following: the organizational structure, functions budget, inventory of jobs in the field by means of visits, and the benefits of career limited to: determine the specialists to analyze and characterize functions, determine the material resources needed for implementation, identifying required to study the length of time and number of personnel required to carry out the study, determine the public collections of functions and subgroups
(Senior management, technicians, clerical jobs ...).
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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. Job Analysis is a process where judgements are made about data collected on a job.
The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.
Determining Training Needs Job Analysis can be used in training/"needs assessment" to identify or develop:
Compensation Job Analysis can be used in compensation to identify or determine:
Selection Procedures Job Analysis can be used in selection procedures to identify or develop:
Performance Review Job Analysis can be used in performance review to identify or develop:
Several methods exist that may be used individually or in combination. These include:
A typical method of Job Analysis would be to give the incumbent a simple questionnaire to identify job duties, responsibilities, equipment used, work relationships, and work environment. The completed questionnaire would then be used to assist the Job Analyst who would then conduct an interview of the incumbent(s). A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications.
The method that you may use in Job Analysis will depend on practical concerns such as type of job, number of jobs, number of incumbents, and location of jobs.
Job Analysis should collect information on the following areas:
1. Knowledge Skills Ability analysis.
2. Person analysis: Performance review
3. Organizational analysis.
4. Quality of work.
5. Competencies.