2 Chapter Objectives Explore the techniques of job analysis Describe the types of information required for job analysis.Describe the various job analysis methods.Describe the components of a well-designed job description.
3 Job Analysis Techniques Work-orientedDeals with a description of the varioustasks performed on a jobWorker-orientedExamines broad human behaviors involvedin work activitiesWork-orientedFor example, Records customer complaintsWorker-orientedFocus on items such as mental, physical activities
4 Job Analysis Techniques Unstructured InterviewsFree flowing and establishes the relationship,Ask well structured questions and ensuresinformation collect is understoodStructured InterviewsCharting a job holder’s sequence of activitiesUse of inventory or questionnaire
5 Job Analysis Methods Interviews Task Analysis Position Analysis QuestionnaireFunctional Job AnalysisJob ElementOn-line Forms
6 Job Analysis Interviews Job Analysis MethodsJob Analysis InterviewsGroup interviews with incumbents or managers – sufficient numbersBuild rapport with the intervieweeState purpose and structure of the interviewAvoid leading questions and conduct interview in plain, easily understood languageSummarize information obtained in the interviewRemain natural doing the interviewVerify the job analysis data with Human ResourcesInterviewHas limitations and has limited possibilities to cover a large number of respondents
7 Job Analysis Methods Task Analysis Used to define the most important taskTasks are rated by determining the frequency of the task performed by incumbentsTasks analysis will contain background information of respondentsList of the job task with the associated rating scalesParticipants are usually incumbents but may involve supervisorsMost (75% or more) must perform the taskTask AnalysisComposed of a list of task (100 or more is not unusual) for which participants make some form of judgment. Usually these judgments are given a rating by determining the frequency of the task performed.
8 Job Analysis Methods Position Analysis Off-the-shelve prefabricated questionnaireFocus on general work behaviors on how the job is doneDeveloped into six sections:Information input-where how workers obtain informationMental processes-reasoning, decision making, planning activitiesWork output- physical activities and tools used by workerRelationships with people- relationships requiredJob context-physical and social context on how work is performedOther job characteristics-activities, conditions not already describedProcess: Select agents to analyze the job, select person to participate, analyze the jobs selected and analyze the dataPosition AnalysisOne of the leading off-the-shelf prefabricated analysis's. Worker-oriented and describes how a job is donePrefabricated- usually a generic measure developed for use in a variety of jobs.
9 Functional Job Analysis Job Analysis MethodsFunctional Job AnalysisFocuses on what a worker does andHow task are preformed – results of the behaviorJob analyst may observe or interview individual workersJob analyst interview subject matter experts to determine the job task and make judgments
10 Job Analysis Methods Job Element Analysis Identifies the characteristics of a superior worker on the jobElements consist of:a knowledge,a skill, an ability,a willingness,an interest anda personal characteristicsIdentify the characteristics that should be assessed by selection measuresJob ElementDesign to identify the characteristics of a superior worker on the job.
11 Job Analysis Methods Online-Forms www.job-analysis.net Ability to create position description questionnaireGeneral informationPrimary FunctionsScope/ImpactSupervision GivenRequirementsEquipment usedEnvironmentDutiesTask Statements
12 Job DescriptionJob Identification – job title, department, reporting relationship, and job number or codeJob Analysis Date – aids in identifying job changes that would make description obsoleteJob Summary – concise overview of jobDuties Performed – major dutiesQualifications – experience needed