Ch-4-Job-Analysis2

8/7/2019 Ch-4-Job-Analysis2

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Chapter 4

Job Analysis

1. Discuss the nature of job analysis, including what it is and how it¶s used.

2. Use at least three methods of collecting job analysis information, including

interviews, questionnaires, and observation.

3. Write job descriptions, including summaries and job functions, using the Internetand traditional methods.

4. Write job specifications using the Internet as well as your judgment.

5. Explain job analysis in a ³jobless´ world, including what it means and how it¶s

done in practice.



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The Basics of Job Analysis

Job Analysis

The procedure for determining the duties and skill requirements of a job and the

kind of person who should be hired for it.

Job Description Job Specification

A list of a job¶s duties,responsibilities, reporting

relationships, working conditions,

and supervisory responsibilities

one product of a job analysis.

A list of a job¶s ³humanrequirements,´ that is, the requisite

education, skills, personality, and

so on another product of a job

analysis.



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Job Analysis

(Data Collection Process)

Job Description Job Specification



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Types of Information Collected

Work activities

Human behaviors

Machines, tools, equipment, and

work aids

Performance standards

Job context

Human requirements



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Uses of Job Analysis Information

Recruitment and Selection

Compensation

Performance Appraisal

Training

Discovering Unassigned Duties

EEO Compliance



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Steps in Job Analysis

Step 1 Decide how you¶ll use the information.

Step 2 Review relevant background information.

Step 3 Select representative positions.

Step 4 Actually analyze the job.

Step 5 Verify the job analysis information.

Step 6

Develop a job description and job specification.



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Steps in Job Analysis

Identify purpose

Identify positions to be analyzed

Analyze the jobs

Develop JD & JS

Acquire top management approval

Identify data to be collected

Identify data collection tools /

methods

Identify data collection sources

Test JD & JS

Assign who is responsible for the process



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Methods for Collecting Job Analysis Information

The interview

Observation

Questionnaires

Participants diary / log

Quantitative job analysis methods



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Position analysis questionnaire

A questionnaire used to collect quantifiable data concerning the duties and

responsibilities of various jobs.

194 Elements grouped into different dimensions



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U S department of labor JA procedure

A standardized method by which different jobs can be quantitatively rated,

classified, and compared.

Activity: Data People Things



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Functional JA

A Takes into account the extent to which instructions, reasoning, judgment, and

mathematical and verbal ability are necessary for performing job tasks.



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Methods for Collecting Job Analysis Information

Internet based job analysis

Use multiple sources to collect the data



Writing Job Descriptions

Job Description

A written statement of what the worker actually does, how he or she does it, and

what the job¶s working conditions are.

Job identification

Responsibilities and duties

Standards of performance

Job summary

Authority of incumbent

Working conditions

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Writing Job Specifications

Job Specifications

Focus on traits like length of previous service, quality of relevant training, and

previous job performance.

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Specifications for trained personnelSpecifications for untrained

personnel

Focus on traits like length of

previous service, quality of relevant

training, and previous job

performance.

Focus on physical traits,

personality, interests, or sensoryskills that imply some potential for

performing or for being trained to

do the job.

Specifications Based on JudgmentSpecifications Based on Statistical

Analysis



Job Analysis in A jobless World

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Job

A set of closely related activities carried out for pay.

Job EnlargementAssigning workers additional same level activities, thus increasing

the number of activities they perform.

Job Enrichment

Redesigning jobs in a way that increases the opportunities for the

worker to experience feelings of responsibility, achievement, growth,

and recognition.

Job Rotation

Moving a trainee from department to department to broaden his or

her experience and identify strong and weak points to prepare the

person for an enhanced role with the company

Systematically moving workers from one job to another to enhance

work team performance.




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Dejobbing

Broadening the responsibilities of the company¶s jobs, and encouraging

employee initiative (not to limit themselves to what¶s on their job descriptions)

Flatter organizations

Self managing work teams

Reengineering




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Competency Based Job Analysis

Describing a job in terms of the measurable, observable, behavioral

competencies (knowledge, skills, and/or behaviors) an employee must exhibit to

do a job well

CompetenciesDemonstrable characteristics of a person that enable

performance of a job.

Performancemanagement

Basing employees training, appraisal, and rewards onfostering and rewarding the skills and competencies he or

she needs to achieve his or her goals

Managing all elements of the organizational process that

affect how well employees perform.




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An Example BP¶s Matrix

Ch-4-Job-Analysis2

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