Job Analysis by Mohammad Ali Jaafar Ph.D Systems Mgmt.

JOB ANALYSIS

1–1

Mohammad Ali Jaafar PhD. Systems Management

Reference Book:

Gary Dessler, Human Resource Management,

Eleventh Edition

Mohammad Ali Jaafar, PhD Systems Mgmt.

Chapter 4 Part 2 | Recruitment and Placement

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–2

After studying this chapter, you should be able to:

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 Internet and traditional methods.

4. Write job specifications using the Internet as well as

your judgment.

5. Explain job analysis in a “jobless” world, including

what it means and how it’s done in practice.

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–3

• Information Sources

Individual employees

Groups of employees

Supervisors with

knowledge of the job

• Advantages

Quick, direct way to find

overlooked information

• Disadvantages

Distorted information

• Interview Formats

Structured (Checklist)

Unstructured

Methods of Collecting Job Analysis Information: The Interview

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–4

• Information Source

Have employees fill out

questionnaires to describe

their job-related duties and

responsibilities

• Questionnaire Formats

Structured checklists

Open-ended questions

• Advantages

Quick and efficient way to

gather information from

large numbers of

employees

• Disadvantages

Expense and time

consumed in preparing

and testing the

questionnaire

Methods of Collecting Job Analysis Information: Questionnaires

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–5

• Information Source

Observing and noting the

physical activities of

employees as they go

about their jobs

• Advantages

Provides first-hand

information

Reduces distortion of

information

• Disadvantages

Time consuming

Difficulty in capturing

entire job cycle

Of little use if job involves

a high level of mental

activity

Methods of Collecting Job Analysis Information: Observation

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–6

• Information Source

Workers keep a

chronological diary/ log of

what they do and the time

spent on each activity

• Advantages

Produces a more complete

picture of the job

Employee participation

• Disadvantages

Distortion of information

Depends upon employees

to accurately recall their

activities

Methods of Collecting Job Analysis Information: Participant Diary/Logs

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–7

Position Analysis

Questionnaire

Functional Job

Analysis

Quantitative Job

Analysis

Department of

Labor (DOL)

Procedure

Quantitative Job Analysis Techniques

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–8

Job

Identification

Job

Summary

Responsibilities

and Duties

Authority of the

Incumbent

Standards of

Performance

Working

Conditions

Job

Specifications

Sections of a

Typical Job

Description

Writing Job Descriptions

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–9

Specifications for

Trained Versus

Untrained

Personnel

Specifications

Based on

Statistical

Analysis

“What traits and

experience are required

to do this job well?”

Specifications

Based on

Judgment

Writing Job Specifications

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–10

Job

Enlargement

Job

Enrichment

Job Design:

Specialization and

Efficiency?

Job

Rotation

Job Analysis in a “Jobless” World

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–11

Flattening the

Organization

Reengineering

Business

Processes

Dejobbing the

Organization

Using Self-

Managed Work

Teams

Job Analysis in a “Jobless” World (cont’d)

Mohammad Ali Jaafar, PhD Systems Mgmt. 4–12

K E Y T E R M S

job analysis

job description

job specifications

organization chart

process chart

diary/log

position analysis questionnaire

(PAQ)

U.S. Department of Labor (DOL)

job analysis procedure

functional job analysis

Standard Occupational

Classification (SOC)

job enlargement

job rotation

job enrichment

dejobbing

boundaryless organization

reengineering

competencies

competency-based job analysis

performance management

GARY DESSLER BOOK,

HUMAN RESOURCE MANAGEMENT, ELEVENTH EDITION

Mohammad Ali Jaafar, PhD Systems Mgmt. 1–13

REFERNCES