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Uses current employee results to cluster jobs on the basis of similarity of task profiles.

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Flashcards to get you ready for exam time...

https://quizlet.com/_1rbimr

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How interview plans benefit from a job analysis:

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How interview plans benefit from a job analysis:

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To conduct a successful interview the first step is always to: PREPARE A JOB ANALYSIS.

Questions are more structured and aimed at determining key KSA's of the candidate.

The job analysis is the basis for the interview as it provides the manager with knowing the key insights and required skills for the position.

Without a job analysis it can be very difficult trying to get the appropriate information from the candidate when the interviewer may not know themselves all of the required KSA's for the job.

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What's the difference between 'job description' and 'job specification' ?

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What's the difference between 'job description' and 'job specification' ?

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With the hep of job analysis, two main documents are prepared namely, job description and job specification. Job Description differs from job specification, in the sense that the former is a statement that explains the essential needs of a job whereas the latter is a statement which states the least qualifications, required in the job holder for the performance of a particular job.

These are an integral part of HRM, because it is required for every single position of the organisation, whether it is a finance manager, HR manager, production manager, marketing manager or any other job of low echelon.

Job description list out the job title, tasks, duties, roles and responsibilities, with respect to the particular job. On the other hand, job specification is concered with the listing of incumbent's qualification, skills, and abilities, that are needed to discharge the job efficiently. The article presents you significant differences between job description and job specification in tabular form.

Content: Job Description Vs Job Specification

Comparison Chart

Definition of Job Description

A simple, organised and brief statement in written form, containing a list of all the essential requirements of the job, along with a summary of duties and responsibilities to be performed by the jobholder is known as Job Description. It is the immediate and the primary output of Job Analysis. In short, it is a statement that captures all the relevant facts related to a specific job.

Job description shows a clear picture of the nature of each job with respect to the tasks and occupational needs. It is an accurate and authorised record of job contents. It incorporates major authorities, duties, scope of work, role and purpose. It is a comprehensive job summary that all the necessary details are extensively curtailed in a concise way. It defines the primary and secondary conditions required for the performance of the concerned job.

It is easy with the help of the job description to legitimise rewards and punishments if the applicants do not satisfy the job requirements. Moreover, it is also easy to identify the training needs of the job holder.

Definition of Job Specification

A statement that expresses the minimum qualification and qualities required, for the performance of a particular job is known as Job Specification. It is also termed as Man Specification or Person Specification or Employee Specification.

Job Specification is prepared on the basis of Job Description, which states the characteristics that an employee should have, to hold the job. It converts the job description in terms of pertinent human qualifications which are demanded by the job. It is developed in consultation with the supervisor and the human resource manager.

The creation of job specification is not an easy task because sometimes it seems difficult to classify that whether a particular requirement is compulsory or desirable. However, it helps to ascertain that, on what basis a person is recruited and examined. Some common specifications are as under:

Physical features: Height, weight, vision, etc.

Demographic features: Age, experience, gender, education, skills, abilities, etc.

Psychological features: Mental ability, alertness, sharpness, aptitude, reasoning, etc.

Personal features: Attitude, behavior, etiquette, manners etc.

Key Differences Between Job Description and Job Specification

The difference between job description and and job specification can be drawn clearly on the following grounds:

1. Job Description is a descriptive statement that describes the role, responsibility, duties, and scope of a particular job. Job Specification states the minimum qualifications required for performing a particular job.

2. Job Description is the outcome of Job Analysis while Job specification is the result of Job Description.

3. Job Description describes jobs, but Job Specification describes job holders.

4. The job description is a summary of what an employee will do after getting selected. Conversely, Job Specification is a statement showing what a person must possess for getting selected.

5. Job Description contains designation, place of work, scope, working hours, responsibilities, reporting authority, salary range, etc. On the other hand, Job Specification contains educational qualifications, experience, skills, knowledge, age, abilities, work orientation factors, etc.

Conclusion

Recruitment is a very difficult task, as it involves a chain of activities. The first step for it is job analysis, which is conducted by employing various methods like surveys, questionnaires, interviews, etc. After that, a statement is prepared what a particular job demand and that statement are known as Job Description and this statement is the mirror of Job Analysis.

With the help of Job Description, Job Specification is created, which specifies the precise human requirements of the Job, through which an advertisement can be placed for such recruitment and on the basis of Job Specification selection of the candidate is possible.

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Difference Between Job Description and Job Specification (with Comparison Chart) - Key Differences

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Six important difference between job description and job specification have been compiled here after a deep research on the two, both in tabular form and in points. One such difference is Job Description is the outcome of Job Analysis while Job specification is the result of Job Description.

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A job analysis is the process of gathering detailed information on a specific job in order to accurately define the job duties and requirements along with the importance of these tasks.

Check out this 2 minute video on explaining what a job analysis is:

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Competency modelling is a means of assessing the extent to which an individual employee demonstrates each competency relevant to a specific job. A useful tool for expressing results is a graphic such as the one below.

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KSA- Knowledge, Skills, & Abilities

Job- Standard set of duties able to performed by one person

Position- one person's job

Duty- a related set of tasks

Task- a piece of work to be done or undertaken

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Identifies the essential functions of the job

Understand the specific task requirements of the job

Determine the key skills, abilities and attributes needed to perform those tasks

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A narrative job analysis typically includes:

1. Job title

2. Date of analysis

3. Job Summary

4. List of major duties

5. Job specifications (KSAAs)

6. List of machines, tools etc used within job

7. Information on work environment

8. Any other useful information

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There are many sources of job information you can use when writing a job analysis

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There are many sources of job information you can use when writing a job analysis

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Safety reports, equipment manuals

Existing job descriptions (from organisation or public sources)

http://www.onetonline.org/

Training programs

Observation/videos

Interviews & surveys

Job experts

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Read: http://www.siop.org/tip/backissues/tipapr96/may.aspx

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Jobs and their descriptions are constantly changing because of the nature of modern technology and media.  This makes it increasingly difficult to draw the lines between various jobs and to create accurate job analyses.  With this said, it is important that companies continue to use job analysis as a form of organization of job requirements.  The tools used for job analysis need to change, but the concept behind the process is incredibly important for companies.
Take the poll here and see the results! https://www.surveymonkey.com/r/L5JX9B9

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Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job.

Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task. The whole lot of tasks relating to recruitment constitutes job.

Job Analysis- it is the process of collecting job related information. Such information helps in the preparation of job description and job specification.

From the above Figure we can see that the process of job analysis results into job description and job specification:

Job Description - it indicates what all a job involves. For example, job title, location, job summary, duties machine, tools, equipments, material and forms used, supervision given and received and working conditions.

Job Specification- the capabilities that the job holder should possess form part of job specification. For example, education, training, experience, judgment, initiative, physical effort, physical skills, communication skills and emotional characteristics.

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Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job. Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task.

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Search your dream job to see the job specifications and description!

http://www.onetonline.org/