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Job specification is also the product of job analysis
DOWNLOAD XVIDEOS MOD APK Job specification is also the product of job analysis. Job, specification or employee specification is a statement of the minimum acceptable human qualities required for the proper performance of a...
Job specification is also the product of job analysis
BY PRITAMKURREY111 · MAY 28, 2022
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Job specification is also the product of job analysis.
Job, specification or employee specification is a statement of the minimum acceptable human qualities required for the proper performance of a job. It specifies the type of person required in terms of educational qualifications, experience, aptitude etc on the job and further assists in the selection of appropriate personnel by outlining the particulars working conditions to be encountered on the job. Job specification has been defined by various authors as follows:
Meaning Job specification is a statement of summary of personnel requirements for a job. It may also be called “standard of personnel for the selection”
A job specification should include;
(i) Physical Characteristics- Such as height, weight, chest, vision, hearing, health, age, voice, poise etc.
(ii) Psychological and Social characteristics- Such as emotional stability, flexibility, decision making ability, analytical view, mental ability, pleasing manners, initiative, conversational ability etc.
(iii) Mental Characteristics- Such as general
intelligence, memory, judgement, ability to concentrate.. foresight etc.
(iv) Personal Characteristics- Such as sex education, family background, job experience, hobbies, extra curricular activities etc.
According to Edwin B. Flippo. “A job specification
is a statement of minimum acceptable human accessary to perform a job properly”.
According to Dale Yoder, “The Job specification, as such a summary properly described is thus, a pecialised job description, emphasising personnel requirement and designed especially to facilitate selection and placement.”
All these characteristics must be classified into three categories:
(a)Essential attributes which a person must
(b) Desirable attributes which a person ought to
Alos handicap to successful job performance.
Contra indicators which will become a
Job Description and Job Specification: Difference
Both job description and job specification are the
products of job analysis but these should not be confused.
Following are the points of distinction between these two :
1. Job description is the summary of the duties,
responsibilities and other features of the job whereas job specification is a statement of qualities of the person who handles the job. Job specification measures the person handling the job and job description measures the job. Both these are measuring rods.
2. Job specification assists the management in
selecting a match for the job. The applicants are assessed on the basis of qualities mentioned in job specification statement. The job description assists the candidate in understanding the requirements of the job which are to be fulfilled by him. It also helps in appraisal of the actual performance of the employee with job description.
Preparations for job
As an outgrowth of job description job specification is typically developed with the cooperation of the personnel department and various supervisors throughout the organisation. The personnel department coordinates the writing of the job specifications and description and secures agreement on the qualifications desired.
As the supervisors have a lot of knowledge about
the jobs, the personnel department will give a lot of weight age to the suggestions of a supervisor concerning needed qualifications, but the personnel manager will like to make certain that specifications are realistic, fair and designed to assist the organisation in attaining its goals.
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Job analysis is primary tool in personnel management. There are two outcomes of job analysis - Job Description and Job Specification.
Job Analysis - Job Description and Job SpecificationJob 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.
There are two outcomes of job analysis:Job descriptionJob 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.
Provision of physical condition to support the activities of the concern. For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper.
Advantages of Job Analysis
Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job.
It helps him to understand extent and scope of training required in that field.
It helps in evaluating the job in which the worth of the job has to be evaluated.
In those instances where smooth work force is required in concern.
When he has to avoid overlapping of authority- responsibility relationship so that distortion in chain of command doesn’t exist.
It also helps to chalk out the compensation plans for the employees.
It also helps the personnel manager to undertake performance appraisal effectively in a concern.
A personnel manger carries analysis in two ways :Job descriptionJob specificationJOB DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job. This type of document is descriptive in nature and it constitutes all those facts which are related to a job such as :
Title/ Designation of job and location in the concern.
The nature of duties and operations to be performed in that job.
The nature of authority- responsibility relationships.
Necessary qualifications that are required for job.
Relationship of that job with other jobs in a concern.
The provision of physical and working condition or the work environment required in performance of that job.
Advantages of Job Description
It helps the supervisors in assigning work to the subordinates so that he can guide and monitor their performances.
It helps in recruitment and selection procedures.
It assists in manpower planning.
It is also helpful in performance appraisal.
It is helpful in job evaluation in order to decide about rate of remuneration for a specific job.
It also helps in chalking out training and development programmes.JOB SPECIFICATION is a statement which tells us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner. Job specification helps in hiring an appropriate person for an appropriate position. The contents are :
Job title and designation
Educational qualifications for that title
Physical and other related attributes
Physique and mental health
Special attributes and abilities
Maturity and dependability
Relationship of that job with other jobs in a concern.
Advantages of Job Specification
It is helpful in preliminary screening in the selection procedure.
It helps in giving due justification to each job.
It also helps in designing training and development programmes.
It helps the supervisors for counseling and monitoring performance of employees.
It helps in job evaluation.
It helps the management to take decisions regarding promotion, transfers and giving extra benefits to the employees.
From the above advantages, we can justify the importance of job analysis and it’s related products.
Both job description as well as job specification are important for personnel manager in personnel management function. Therefore, job analysis is considered to be the primary tool of personnel management.❮❮ PREVIOUS NEXT ❯❯You’ll also like:Related articles and how-to guides curated for you.
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Job analysis is a systematic process of collecting the information on nature of a job, qualities and qualifications required to a job, physical and mental capabilities to required to a job, duties and responsibilities, physical and mental effort required to perform a job, necessary skills required
Job analysis - Definitions of Job Analysis - Importance of Job Analysis
Job analysis is a systematic process of collecting the information on nature of a job, qualities and qualifications required to a job, physical and mental capabilities to required to a job, duties and responsibilities, physical and mental effort required to perform a job, necessary skills required to perform a job, working conditions and environment for a job, in order to describe job description and job specification, for recruitment and selection of employee, improve job satisfaction, employee safety and to build up employee motivation etc.
What is a Job?
A group of homogeneous tasks related by similarity of functions. When performed by an employee in an exchange for pay, a job consists of duties, responsibilities, and tasks (performance elements) that are
(1) defined and specific, and
(2) can be accomplished, quantified, measured, and rated. From a wider perspective, a job is synonymous with a role and includes the physical and social aspects of a work environment. Often, individuals identify themselves with their job or role (foreman, supervisor, engineer, etc.) and derive motivation from its uniqueness or usefulness.
Job analysis, contains a simple term called "analysis", which means detailed study or examination of something (job) in order to understand more about it (job). therefore job analysis is to understand more about a specific job in order to optimise it. Job analysis is a systematic process of collecting complete information pertaining to a job. Job analysis is done by job analyst who is an officer have been trained for it.
Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job. Job analysis helps to understand what tasks are important and how they are carried on. Job analysis forms basis for later HR activities such as developing effective training program, selection of employees, setting up of performance standards and assessment of employees ( performance appraisal)and employee remuneration system or compensation plan.Job Analysis
Job Descriptions and Job Specifications
Job Analysis and HR Activities
Job Analysis Methods
Stages in the Job Analysis ProcessJob Design
Methods or Techniques of Job Design
Job Rotation Job Enrichment Job Enlargement Job Evaluation
Qualitative Methods of Job Evaluation
Quantitative Methods of Job Evaluation
One of the first industrial-organizational psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Refernce:http://en.wikipedia.org/wiki/Job_analysis.The intention behind job analysis is to answer questions such as:
what is the need of the job to exist?
What physical and mental activities does the worker undertake?
When is the job to be performed?
Where is the job to be performed?
How does the job performed by an employee?
What qualities and qualifications are required to perform the job?Job analysis is a detailed examination of
(1) tasks that make up a job (employee role),
(2) conditions under which an employee performing his/her job, and
(3) what exactly a job requires in terms of aptitudes (potential for achievement), attitudes (behavior characteristics), knowledge, skills, educational qualifications and the physical working condition of the employee.Its objectives include
(a) to determine most effective methods for performing a job.
(b) to increase employee job satisfaction.
(c) to identify core areas for giving training to employees and to find out best methods of training.
(d) development of performance measurement systems, and
(e) to match job-specifications with employee specifications while selection of an employee.Definitions of Job AnalysisSome important definitions of job-analysis are as under :Harry L. Wylie. "Job analysis deals with the anatomy of the job.....This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities involved in its performance; the conditions under which performance is carried on; the nature of the task; the qualifications required in the worker; and the conditions of employment such as pay, hours, opportunities and privileges"
In the words of Dale Yoder. "A Job is a collection of duties, tasks and responsibilities which are assigned to an individual and which is different from other assignment"
According to Michael J. Jucius, "Job analysis refers to the process of studying the operations, duties and organisational aspects of jobs in order to derive specification or, as they are called by some job description"
In the words of Edwin B. Flippo, "Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job"According to Blum, "A job analysis is an accurate study of the various components of a job. It is concerned not only with an analysis of the duties and conditions of work, but also with the individual qualifications of the worker."