The main purposes of conducting a job analysis process is to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivering that specific job.
He will ensure that Human Resource Management of ministerial staff in the court comply with the Human Resource Management standards established by the High Court.
One of the first industrial-organizational psychologists to introduce job analysis was Morris Viteles. The difficulty level s, skills required and on that basis the salary is fixed.
He will ensure that the processes, procedures, policies and standards established by the High Court for Court Management are complied with and that they safeguard quality, ensure efficiency and timeliness and minimize costs to litigants and to the State; and enhance access to justice.
Preparation The reason you should complete a job analysis prior to seeking employees is that you have a better sense of what to look for in candidates. He will feed the proposed National Arrears Grid to be set up to monitor the disposal of cases in all the Courts, as and when it is set up.
Job Analysis can be used in performance review to identify or develop goals and objectives, performance standards, evaluation criteria, length of probationary periods, and duties to be evaluated An ideal job analysis should include below listed are areas where job analyst should focus to bring out facts about a job.
Abilities are the attributes that are relatively stable over time. Acceptance of job offer: It also involves collection of other important facts and figures such as job location, department or division, compensation grade, job duties, routine tasks, computer, educational, communicational and physical skills, MIS activities, reporting structure, ability to adapt in a given environment, leadership skills, licenses and certifications, ability to grow and close sales, ability to handle clients, superiors and subordinates and of course, the presentation of an individual.
You want questions that delve into the right experience and skills. Organizational structure and design: Duties are either added or deleted from the job.
Without the job analytic data, you open the door for inconsistency.
The main purpose of conducting job analysis is to prepare job description and job specification which would help to hire skilled workforce. Other characteristics are all other attributes, usually personality factors.
Finally, job analysis is a step toward being comprehensive in your approach to recruitment and selection. Job analysis helps to understand what tasks are important and how they are carried on.
Similarly when appraisal is conducted we check whether the employee is able to work in a manner in which we require him to do the job. Without a job analysis, hiring managers can make false assumptions and misconstrue what it takes to succeed in the job.
From a wider perspective, a job is synonymous with a role and includes the physical and social aspects of a work environment.Job analysis is a process of reviewing the qualifications and requirements of a particular position in a company prior to engaging in recruitment and selection.
By coming up with a number of assessment questions, you can get a better sense of the skills and traits needed by someone to succeed in a given job. Start studying Job Analysis and Selection methods. Learn vocabulary, terms, and more with flashcards, games, and other study tools.
Assessment & Selection Job Analysis Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job.
Read this essay on Job Analysis and Selection. Come browse our large digital warehouse of free sample essays. Get the knowledge you need in order to pass your classes and more. Only at mi-centre.com". A job analysis, or more broadly “work analysis”, is a foundational project for which to design recruitment and selection systems, training or development programs, and other key organizational initiatives.
It often involves conversations with subject matter experts, survey data collection. Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity.Download