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JOB ANALYSIS & JOB DESIGN, JOB DATA Tasks Performance Standards …

- - - - :sweat_drops: Is a structured job analysis questionnaire.
      - :sweat_drops: Contains 194 items, each of which represents a basic element that may or may not play an important role in the job.
      - :sweat_drops: It measures job characteristics and relate them to human characteristics.
      - :sweat_drops: It was developed at Purdue University by McCormick et al in 1972.
      - :sweat_drops: Identifies the requirement of recruitment and selection processes.
      - :sweat_drops: It is classified into 6 parts namely Information Input (Job Descriptions, Job Specifications), Mental Processes (processing information), Work Output (expected performance), Relationship with other persons (communication and social responsibilities), Job context (marketing, accounting, etc.), Job related variables (operating vehicle or equipment).
    - - :black_heart: FJA helps in collecting and recording job related data to a deeper extent. It is used to develop task related statements.
      - :black_heart: It is used to assess occupational roles within an organization.
      - :black_heart: Developed by Sidney Fine and his colleagues, the technique helps in determining the complexity of duties and responsibilities involved in a specific job.
      - :black_heart: Identifies performance standards and training requirements.
      - :black_heart: Rates the job information four dimensions:
        
        The verbal and language facilities required to perform the task
        
        The mathematical ability required to perform the task
        
        The extent to which reasoning and judgement are required to perform the task
        
        The extent to which specific instructions are necessary to perform the task
  - - - :monkey: Group interviews with group of employees who have the same job
      - :monkey: Supervisor interviews with one or more supervisors who know the job
      - :monkey: Individual interviews with each employee
    - - :egg: The two methods are often combined. One method is to watch the worker for a whole work cycle.
      - :egg: Isn't suited for mental jobs like lawyer and engineer.
      - :egg: Useful for jobs requiring visible physical activity, including assembly-line workers and accounting clerks.
    - - :eggplant: Consists of information on employee’s personal details
      - :eggplant: HRIS is a software or online solution that is used to determine other HR activities such as performance assessment, remuneration, training & development, and so on.
      - :eggplant: An HRIS may improve almost all HR management operations by providing an orderly way to gather important data for HR decisions.
      - :eggplant: A HRIS is usually record the employees information in a database electronically