\f \f\f El-Sayed Alaa El-Din Bassiouny HR Midterm MBA- AASTMT - Group 2B Question no.1: Job analysis: One of the human resources management practices which is located under the title of staffing activity. First of all, we need to know what the meaning of a job is, which is a pattern of duties, responsibilities, tasks & activities performed for a pay. So, Job analysis is the process of determining: 1- What is the job entails? (What is the job composed of?) 2- What are the requirements of the job? (Qualification of the job holder) Therefore, it provides information about jobs and the knowledge, skills & abilities that individuals need to perform the jobs adequately. * Action Plan: A- Inputs: We need to know the: - Organization structure. - Organization chart. - Payroll records. - Previous jobs descriptions. - Process chart. B- Process: 1- Determine the objective of conducting job analysis & communicate it with the organization. 2- Identify the jobs within the organization. 3- Select representative positions. 4- Develop job questionnaire. 5- Collect job information. We collect the information from the: Managers Employees. 1 Methods of data collection: a- Observation. b- Survey. c- Interview. d- Participant diary. e- Experts. f- Combination. Types of data: a- 1ry data: 1st time collected. b- 2ry data: data was collected before. 6- Analyze job information: As we have to analyze the critical information of the job & frequency of the tasks & duties. 7- Then we develop a draft of the job description. 8- We verify the draft by passing it to the manager. 9- Then we develop the final job description: By adding the signature of the manager & job analyst, in addition to the date of the signature. C- Outputs: 1- Job description: Which is the list of duties, responsibilities, tasks, activities, relationships, authority & working conditions. 2- Job specification: Is the list that describes the qualifications of the job holder (education, knowledge, skills, abilities, ...... etc) * Recently, the job description & job specification are joined in one document called job description. 3- Job evaluations: It specifies the relative value of each job in the organization. * Criteria of job analysis: It is should be 1- Specific. 2- Accurate. 3- Up to date. 2 4- known to the employees, especially in the developing countries as the employees don't know what is & what isn't required from them. * Shape of job analysis: Job identification: Job code: Reporting to: Job title: Date: Job grade: ---------------------------------------------------------------------------------------------------------------------Job summary: From the job description. ---------------------------------------------------------------------------------------------------------------------Duties & responsibilities: From the job description. ----------------------------------------------------------------------------------------------------------------------Working conditions: From the job description. ----------------------------------------------------------------------------------------------------------------------Job specification: - Education: - Knowledge: - Skills & Abilities: - Experience: -----------------------------------------------------------------------------------------------------------------------Job analyst signature: Date: Manager signature: Date: 3 * Uses of job description: Job description is the starting point for the right human resource management. As it used for: - Selection, orientation, training & development, career development, performance appraisal, Safety & health and human resources planning. -----------------------------------------------------------------------------------------------------------------The company I work in, is a company for import & export and we have a quiet big warehouse, so 3 months ago we were recruiting a warehouse administrator. After we did all the steps of the process of the job analysis, we got the final job description as shown below: Warehouse administrator at Abou El-Hool Company for import & export: Job identification: Job title: Warehouse administrator. Reporting to: Warehouse supervisor Job code: 2015689. kkkkkkk Job grade: midlevel. Date: 1-10-2014 ---------------------------------------------------------------------------------------------------------Job summary: Assist in managing the materials in the warehouse. ---------------------------------------------------------------------------------------------------------Responsibilities: - Assist in the daily operation of the finished goods Warehouse in terms of the quality of order preparation to ensure that picking and packing of orders are 100% correct in order. - Monitor stock level by constantly cycle counting the stocks to ensure the accuracy of the inventory. - Monitor the safety and cleanliness of the Warehouse by ensuring that staff adhere strictly to safety rules. 4 Working conditions: Full time employment, 5 days per week, from 8 am to 5:30 pm. ------------------------------------------------------------------------------------------------------Job specification: - Education: Bachelor degree. - Experience: 1-3 yrs in a relevant field. - Skills: Quickly understands and analyzes complex issues and problems. Communicates in a clear, precise and structured way. Co-operates well with others, shares knowledge &experience. Very good command of verbal & written English. ----------------------------------------------------------------------------------------------------------Job analyst: Sayed Alaa Bassiouny Date: 1-10-2014 Manager: Ahmed Talaat Date: 1-10-2014 5