Chapter 4 Job Analysis Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis.
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1 Chapter 4Job AnalysisDiscuss the nature of job analysis, including what it is and how it’s 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 it’s done in practice.
2 The Basics of 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 DescriptionJob SpecificationA 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 “human requirements,” that is, the requisite education, skills, personality, and so on another product of a job analysis.
3 The Basics of Job Analysis (Data Collection Process)Job DescriptionJob Specification
4 The Basics of Job Analysis Types of Information CollectedWork activitiesPerformance standardsHuman behaviorsJob contextMachines, tools, equipment, and work aidsHuman requirements
5 The Basics of Job Analysis Uses of Job Analysis InformationRecruitment and SelectionTrainingCompensationDiscovering Unassigned DutiesPerformance AppraisalEEO Compliance
6 The Basics of Job Analysis Steps in Job AnalysisStep 1Decide how you’ll use the information.Step 2Review relevant background information.Step 3Select representative positions.Step 4Actually analyze the job.Step 5Verify the job analysis information.Step 6Develop a job description and job specification.
7 The Basics of Job Analysis Steps in Job AnalysisIdentify purposeAssign who is responsible for the processIdentify positions to be analyzedAnalyze the jobsIdentify data to be collectedIdentify data collection sourcesIdentify data collection tools / methodsDevelop JD & JSTest JD & JSAcquire top management approval
8 The Basics of Job Analysis Methods for Collecting Job Analysis InformationThe interviewQuestionnairesObservationParticipants diary / logQuantitative job analysis methods
9 The Basics of Job Analysis Quantitative job analysis methodsPosition analysis questionnaireA questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.194 Elements grouped into different dimensions
10 The Basics of Job Analysis Quantitative job analysis methodsU S department of labor JA procedureA standardized method by which different jobs can be quantitatively rated, classified, and compared.Activity: Data People Things
11 The Basics of Job Analysis Quantitative job analysis methodsFunctional JAA Takes into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks.
12 The Basics of Job Analysis Methods for Collecting Job Analysis InformationInternet based job analysisUse multiple sources to collect the data
13 Writing Job Descriptions A written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are.Job identificationJob summaryResponsibilities and dutiesAuthority of incumbentStandards of performanceWorking conditions
14 Writing Job Specifications Focus on traits like length of previous service, quality of relevant training, and previous job performance.Specifications for trained personnelSpecifications for untrained personnelFocus on traits like length of previous service, quality of relevant training, and previous job performance.Focus on physical traits, personality, interests, or sensory skills that imply some potential for performing or for being trained to do the job.Specifications Based on JudgmentSpecifications Based on Statistical Analysis
15 Job Analysis in A jobless World 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 EnrichmentRedesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.Job RotationMoving 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 companySystematically moving workers from one job to another to enhance work team performance.
16 Job Analysis in A jobless World DejobbingBroadening the responsibilities of the company’s jobs, and encouraging employee initiative (not to limit themselves to what’s on their job descriptions)Flatter organizationsSelf managing work teamsReengineering
17 Job Analysis in A jobless World Competency Based Job AnalysisDescribing a job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) an employee must exhibit to do a job wellCompetenciesDemonstrable characteristics of a person that enable performance of a job.Performance managementBasing employees training, appraisal, and rewards on fostering and rewarding the skills and competencies he or she needs to achieve his or her goalsManaging all elements of the organizational process that affect how well employees perform.
18 Job Analysis in A jobless World An Example BP’s Matrix