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Job Analysis Job Description and Job Specification

The document discusses job analysis, which is the process of determining the duties and responsibilities of a job, as well as the characteristics needed in candidates for that role. It outlines several uses of job analysis, including recruitment, performance evaluation, and job restructuring. Several methods for collecting job analysis information are presented, such as interviews, questionnaires, observation, and quantitative techniques. Key areas of job specifications that help define what kind of candidates are suitable for a role, such as personal, physical, and mental characteristics, are also summarized.

Business◦Career◦
Presented by.: Jean Baylon BSBA4 Mgnt.2 Mrs. L. Fernandez
Job Analysis Job Description Job Specification Job Analysis Program and its uses Methods of Collecting Job Analysis Information Employment terms
The procedure through which you determine the duties of the positions and the characteristics of the people to hire for them.
it indicates what all a job involves.
refers to what kind of people to hire for the job Personal characteristics Physical characteristics Mental characteristics Social and Psychological characteristics
Recruitment and replacement Better utilization of workers Job restructuring Vocational Counseling Training Performance evaluation Occupational safety
Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Using Multiple Sources of Information
A contract is an agreement that sets out an employee’s:  employment conditions  rights  responsibilities  duties
Contract terms could be: • in a written contract, or written statement of employment • verbally agreed • in an employee handbook or on a company notice board • in an offer letter from the employer • required by law • in collective agreements - negotiated agreements between employers and trade unions or staff associations • implied terms - automatically part of a contract even if they’re not written down
What a written statement must include  the business’s name  the employee’s name, job title or a description of work and start date  if a previous job counts towards a period of continuous employment, the date the period started  how much and how often an employee will get paid  hours of work  holiday entitlement  where an employee will be working and whether they might have to relocate  if an employee works in different places, where these will be and what the employer’s address is.
Written statement must also contain information about:  how long a temporary job is expected to last  the end date of a fixed-term contract  notice periods  collective agreements  pensions  who to go to with a grievance  how to complain about how a grievance is handled  how to complain about a disciplinary or dismissal decision
If an employee has a problem receiving their written statement, they could:  Try to solve the problem with their employer informally.  If this doesn’t work, take out a grievance against their employer (employers can also get advice about handling grievances).  Take a case to an employment tribunal as a last resort. The tribunal will decide what the employment particulars in the statement should have been.
Job Analysis Job Description and Job Specification