Job

Job is defined as a collection or aggregation of tasks, duties and responsibilities which as a whole , is regarded as a regular assignment to individual employees.

Job Analysis

Definition
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 description and job specifications.

Job Analysis
It involves the following steps:
Collecting and recording job information. Checking the job information for accuracy. Writing job description based on the information. Using the information to determine the skills, abilities, and knowledge that are required on the job. Updating the information from time to time.

Process of Job Analysis

Strategic Choices Gather Information Process Information Job Description Job Specification

Purposes of Job Analysis

HRP Job Description Job Analysis Job Specification Recruitment and Selection Training & Development Job Evaluation Remuneration Performance Appraisal Employee Safety

Methods of collecting Job Analysis Data

Interviews

Observation

Questionnaire

Job Data

Checklist Technical Conference

Diary

Quantitative Techniques
Position Analyisis Questionnaire (PAQ) Management Position Description Questionnaire (MPDQ) Functional Job Analysis (FJA)

PAQ
It is a highly standardised questionnaire for analyzing any job in terms of employee activities. It contains 194 job elements grouped into si general categories. Categories are:
Information Input Mental Processes Physical activities Relationships with other people Job Context Other job Characteristics

MPDQ
It consists of 208 items under 13 categories relating managerial responsibilities& jobs.

FJA
It is a worker-oriented job analytical approach It examines the components in relation to data, people and things.

KRA,KPA & KPI

KRA may be defined as general areas of outcomes or outputs for which a role is responsible. In simple terms it emphasizes the outcomes or the results expected or targeted by the individual. It is also known as key work outputs (KWOs)

For Example:
Sales Specialist:
New Business acquisition. Territory Mgt. Customer Care Customer retention. Negotiation skills. Product & detailing Sales Forecasting Staffing Employee Relations HRD Career planning & Dev. Compensation planning etc.

HR Specialist:

KPA
It emphasizes the performance or what the individual is expected to do. It involves the identification of the targets pertaining to certain tasks and activities which are challenging and stretch the capabilities of the employees It describes priority areas to an employee.

Thus KPA is defined as the important or critical categories of functions to be performed by any role incumbent, overall period of time. For example: sales officers KPAs are Contacting potential customer Market survey for new products. Attending to customer complaints.

KPI
Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals.