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Most widely used job description formats contain the following five sections: (1) job identification; (2) job summary or purpose; (3) job duties and responsibilities; (4) accountabilities; and (5) job specifications. The most important thing to remember is that all job descriptions within an organization should follow the same format.
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This is one of the most sophisticated and yet easily administered techniques to analyze job. The PAQ analyzes jobs in terms of 187 job elements. These elements are of a worker-oriented nature, meaning that they characterize or imply the human behaviors that are involved in various jobs. |
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Job analysis interview guide is a tool that can be used in conducting job analysis process. It describes list of questions that should be asked to explore the content of a particular job. What is the job's overall purpose?
What the incumbent does and, if possible, how he/she does it? |
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The HRMA (Human Resource Management Audit) uses this framework to try to answer such questions as : Are the mission and strategy of the human resource organization designed to match the business strategy of the organization? Does the design of the human resource organization enhance its ability to accomplish its strategy? Are the kinds of people who run the human resource function good choices for the ongoing tasks? |
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Job analysis is the process of determining the nature or content of a job by collecting and organizing information relevant to the job. A complete job analysis contains information relating to the following five factors, plus any others deemed appropriate to fully describe the nature of the job. |
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