What are the various Tools used for the Job Analysis
Job Analysis being the systematic exploration of a specific job which not only helps to make a detailed description of the job but also helps to support other management activities. The other activities which is supported by Job Analysis other than recruitment and selection are performance appraisal, training and development, job rotation, right job and individual fit, entry and exit process, retention process, enrichment and enlargement process and many more. As the job analysis supports various management activities so it needs a solid ground of preparation as this helps to lay the solid ground of organizational foundation.
To develop a genuine job specification and proper job description based on various data and studies. Company needs the help of some techniques and tools. The HR department of high profile organization uses these kind of tools which are basically systematic approach towards the organization which proves extremely beneficial for the organization. Some of the tools and techniques are –
O* Net model
F- JAS model
Job Scan model
Job Analysis Tools
PAQ Model is Position Analysis Questionnaire instrument which is a prestigious basic strategy which is frequently utilized for work examination.This Position Analysis Questionnaire is filled by job incumbents and their superiors. This questionnaire is designed and evaluated by experienced job analysts by involving various subject matter experts, employees.
This job analysis tool is extremely helpful for managers. This technique helps in listing job related data for number of jobs at a time. This technique saves time. O*Net tool helps to collect and record various data of the employee related to the job opening, it specially includes the initial data such as physical, educational, mental, emotional details as per requirements which helps to link the level of compensation benefits, advantages, facilities and various perks as per the specific job opportunity.
F- JAS model
F-JAS display is essentially Fleishman Job Analysis System which is fundamentally a bland approach which finds different capacities, components and qualities required in different employment, for example, quantitative capacities, reasoning abilities, verbal abilities, spatial abilities, sensory abilities, idea generation abilities, manipulative abilities, movement control abilities, perceptual abilities, attentiveness, flexibility, memory, endurance, coordination, balance, flexibility, physical strength, mental strength, reaction and time.
FJA Model is Functional Job Analysis Tool which is developed by Sidney Fine. This job analysis tool helps to collect and record job related data in a more deeply which helps to develop task related statements. This tool works on the basis of job data which includes job complexity especially the duties, responsibilities involved in the specific job.
Job Scan Model
This technique suggests ideal job model looking at the personality dynamics but it does not look into the internal competencies of the individual which is required to perform a specific job such as experience, intellect, physical and emotional characteristics.
Competency model as a job analysis tool looks in to the competencies of employees related to performance, behaviors, expertise, abilities, skills and knowledge. This job analysis tool also gathers the other basic information as per job requirement and job designation such as certification, training, education, qualification, experience, license, legal records.
HR Department of each company can choose job analysis tool as per their job position and depending on the need of objectives.