-
After studying this chapter, you should be able to:Discuss the
nature of job analysis, including what it is and how its used.Use
at least three methods of collecting job analysis information,
including interviews, questionnaires, and observation.Write job
descriptions, including summaries and job functions, using the
Internet and traditional methods.Write job specifications using the
Internet as well as your judgment.Explain job analysis in a jobless
world, including what it means and how its done in practice.
-
Types of Information Collected
-
Use of Job Analysis Information
-
FIGURE 41Uses of Job Analysis Information
-
FIGURE 42Process Chart for Analyzing a Jobs WorkflowSource:
Compensation Management: Rewarding Performance by Richard J.
Henderson. Reprinted by permission of Pearson Education, Upper
Saddle River, NJ.
-
Steps in Job AnalysisSteps in doing a job analysis:Review
relevant background information.Decide how youll use the
information.Select representative positions.Actually analyze the
job.Verify the job analysis information.Develop a job description
and job specification.
-
Methods of Collecting Job Analysis Information: The
InterviewInformation SourcesIndividual employeesGroups of
employeesSupervisors with knowledge of the jobAdvantagesQuick,
direct way to find overlooked informationDisadvantagesDistorted
informationInterview FormatsStructured (Checklist)Unstructured
-
FIGURE 43 Job Analysis Questionnaire for Developing Job
DescriptionsNote: Use a questionnaire like this to interview job
incumbents, or have them fill it out.Source: www.hr.blr.com.
Reprinted with permission of the publisher, Business and Legal
Reports, Inc., Old Saybrook, CT 2004.
-
FIGURE 43 Job Analysis Questionnaire for Developing Job
Descriptions (contd)Note: Use a questionnaire like this to
interview job incumbents, or have them fill it out.Source:
www.hr.blr.com. Reprinted with permission of the publisher,
Business and Legal Reports, Inc., Old Saybrook, CT 2004.
-
Job Analysis: Interviewing GuidelinesThe job analyst and
supervisor should work together to identify the workers who know
the job best.Quickly establish rapport with the interviewee.Follow
a structured guide or checklist, one that lists open-ended
questions and provides space for answers.Ask the worker to list his
or her duties in order of importance and frequency of
occurrence.After completing the interview, review and verify the
data.
-
Methods of Collecting Job Analysis Information:
QuestionnairesInformation SourceHave employees fill out
questionnaires to describe their job-related duties and
responsibilitiesQuestionnaire FormatsStructured
checklistsOpen-ended questions AdvantagesQuick and efficient way to
gather information from large numbers of
employeesDisadvantagesExpense and time consumed in preparing and
testing the questionnaire
-
Methods of Collecting Job Analysis Information:
ObservationInformation SourceObserving and noting the physical
activities of employees as they go about their
jobsAdvantagesProvides first-hand informationReduces distortion of
informationDisadvantagesTime consumingDifficulty in capturing
entire job cycleOf little use if job involves a high level of
mental activity
-
Methods of Collecting Job Analysis Information: Participant
Diary/LogsInformation SourceWorkers keep a chronological diary/ log
of what they do and the time spent on each
activityAdvantagesProduces a more complete picture of the
jobEmployee participationDisadvantagesDistortion of
informationDepends upon employees to accurately recall their
activities
-
FIGURE 44 Example of Position/Job Description Intended for Use
OnlineSource: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.
-
FIGURE 44 Example of Position/Job Description Intended for Use
Online (contd)Source: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.
-
FIGURE 44 Example of Position/Job Description Intended for Use
Online (contd)Source: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.
-
Quantitative Job Analysis Techniques
-
FIGURE 45 Portion of a Completed Page from the Position Analysis
QuestionnaireSource: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.The 194 PAQ elements are
grouped into six dimensions. This exhibits 11 of the information
input questions or elements. Other PAQ pages contain questions
regarding mental processes, work output, relationships with others,
job context, and other job characteristics.
-
TABLE 41Basic Department of Labor Worker FunctionsBasic
ActivitiesNote: Determine employees job score on data, people, and
things by observing his or her job and determining, for each of the
three categories, which of the basic functions illustrates the
persons job. 0 is high; 6, 8, and 7 are lows in each column.
Data People Things 0 Synthesizing 0 Mentoring 0 Setting up 1
Coordinating 1 Negotiating 1 Precision working 2 Analyzing 2
Instructing 2 Operating/controlling 3 Compiling 3 Supervising 3
Driving/operating 4 Computing 4 Diverting 4 Manipulating 5 Copying
5 Persuading 5 Tending 6 Comparing 6 Speaking/signaling 6
Feeding/offbearing 7 Serving 7 Handling 8 Taking
instructions/helping
-
FIGURE 46Sample Report Based on Department of Labor Job Analysis
Technique
-
FIGURE 47 Selected O*NET General Work Activities
-
Writing Job Descriptions
-
FIGURE 48 Sample Job Description, Pearson Education
-
FIGURE 48 Sample Job Description, Pearson Education (contd)
-
FIGURE 49Marketing Manager Description from Standard
Occupational ClassificationSource: www.bls.gov/soc/soc_a2c1.htm.
AccessedAugust 17, 2007.
-
The Job DescriptionJob IdentificationJob titleFLSA status
sectionPreparation datePreparerJob SummaryGeneral nature of the
jobMajor functions/activitiesRelationships Reports
to:Supervises:Works with: Outside the company:Responsibilities and
DutiesMajor responsibilities and duties (essential
functions)Decision-making authorityDirect supervisionBudgetary
limitationsStandards of Performance and Working ConditionsWhat it
takes to do the job successfully
-
Using the Internet for Writing Job DescriptionsStandard
Occupational Classification (SOC)
O*NET OnlineSource: O*Net is a trademark of the U.S. Department
of Labor, Employment and Training Administration. Reprinted by
permission of O*Net.
-
TABLE 42SOC Major Groups of Jobs11-0000Management
Occupations13-0000Business and Financial Operations
Occupations15-0000Computer and Mathematical
Occupations17-0000Architecture and Engineering
Occupations19-0000Life, Physical, and Social Science
Occupations21-0000Community and Social Services
Occupations23-0000Legal Occupations25-0000Education, Training, and
Library Occupations27-0000Arts, Design, Entertainment, Sports, and
Media Occupations29-0000Healthcare Practitioners and Technical
Occupations31-0000Healthcare Support Occupations33-0000Protective
Service Occupations35-0000Food Preparation and Serving-Related
Occupations37-0000Building and Grounds Cleaning and Maintenance
Occupations39-0000Personal Care and Service Occupations41-0000Sales
and Related Occupations43-0000Office and Administrative Support
Occupations45-0000Farming, Fishing, and Forestry
Occupations47-0000Construction and Extraction
Occupations49-0000Installation, Maintenance, and Repair
Occupations51-0000Production Occupations53-0000Transportation and
Material Moving Occupations55-0000Military Specific
OccupationsNote: Within these major groups are 96 minor groups, 449
broad occupations, and 821 detailed occupations.
-
Writing Job Specifications
-
FIGURE 410Preliminary JobDescriptionQuestionnaireSource:
Reprinted from www.hr.blr.com with the permission of the publisher,
Business and Legal Reports, Inc., Old Saybrook, CT 2004.
-
Writing Job Descriptions (contd)Step 1.Decide on a PlanStep
2.Develop an Organization ChartStep 3.Use a Job
Analysis/Description QuestionnaireStep 4.Obtain Lists of Job Duties
from O*NETStep 5.Compile the Jobs Human Requirements from O*NETStep
6.Complete Your Job Description
-
FIGURE 411Background Data for ExamplesExample of Job Title:
Customer Service ClerkExample of Job Summary: Answers inquiries and
gives directions to customers, authorizes cashing of customers
checks, records and returns lost charge cards, sorts and reviews
new credit applications, works at customer service desk in
department store.Example of One Job Duty: Authorizes cashing of
checks: authorizes cashing of personal or payroll checks (up to a
specified amount) by customers desiring to make payment by check.
Requests identificationsuch as drivers licensefrom customers and
examines check to verify date, amount, signature, and endorsement.
Initials check and sends customer to cashier.
-
Writing Job Specifications (contd)Steps in the Statistical
ApproachAnalyze the job and decide how to measure job
performance.Select personal traits that you believe should predict
successful performance.Test candidates for these traits.Measure the
candidates subsequent job performance.Statistically analyze the
relationship between the human traits and job performance.
-
Job Analysis in a Jobless World
-
Job Analysis in a Jobless World (contd)
-
Competency-Based Job AnalysisCompetenciesDemonstrable
characteristics of a person that enable performance of a
job.Reasons for Competency-Based Job AnalysisTo support a
high-performance work system.To create strategically-focused job
descriptions.To support the performance management process in
fostering, measuring, and rewarding:General competenciesLeadership
competenciesTechnical competencies
-
Competency-Based Job Analysis (contd)How to Write Job
Competencies-Based Job DescriptionsInterview job incumbents and
their supervisorsAsk open-ended questions about job
responsibilities and activities.Identify critical incidents that
pinpoint success on the job.Use off-the-shelf competencies
databanks
-
FIGURE 412The Skills Matrix for One Job at BPNote: The light
blue boxes indicate the minimum level of skill required for the
job.
-
K E Y T E R M Sjob analysisjob descriptionjob
specificationsorganization chartprocess chartdiary/logposition
analysis questionnaire (PAQ)U.S. Department of Labor (DOL) job
analysis procedurefunctional job analysisStandard Occupational
Classification (SOC)job enlargementjob rotationjob
enrichmentdejobbingboundaryless
organizationreengineeringcompetenciescompetency-based job
analysisperformance management