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Job Analysis In HR Selection

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Presentation on theme: "Job Analysis In HR Selection"— Presentation transcript:

1 Job Analysis In HR Selection

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-oriented Deals with a description of the various tasks performed on a job Worker-oriented Examines broad human behaviors involved in work activities Work-oriented For example, Records customer complaints Worker-oriented Focus on items such as mental, physical activities

4 Job Analysis Techniques
Unstructured Interviews Free flowing and establishes the relationship, Ask well structured questions and ensures information collect is understood Structured Interviews Charting a job holder’s sequence of activities Use of inventory or questionnaire

5 Job Analysis Methods Interviews Task Analysis
Position Analysis Questionnaire Functional Job Analysis Job Element On-line Forms

6 Job Analysis Interviews
Job Analysis Methods Job Analysis Interviews Group interviews with incumbents or managers – sufficient numbers Build rapport with the interviewee State purpose and structure of the interview Avoid leading questions and conduct interview in plain, easily understood language Summarize information obtained in the interview Remain natural doing the interview Verify the job analysis data with Human Resources Interview Has limitations and has limited possibilities to cover a large number of respondents

7 Job Analysis Methods Task Analysis
Used to define the most important task Tasks are rated by determining the frequency of the task performed by incumbents Tasks analysis will contain background information of respondents List of the job task with the associated rating scales Participants are usually incumbents but may involve supervisors Most (75% or more) must perform the task Task Analysis Composed 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 questionnaire Focus on general work behaviors on how the job is done Developed into six sections: Information input-where how workers obtain information Mental processes-reasoning, decision making, planning activities Work output- physical activities and tools used by worker Relationships with people- relationships required Job context-physical and social context on how work is performed Other job characteristics-activities, conditions not already described Process: Select agents to analyze the job, select person to participate, analyze the jobs selected and analyze the data Position Analysis One of the leading off-the-shelf prefabricated analysis's. Worker-oriented and describes how a job is done Prefabricated- usually a generic measure developed for use in a variety of jobs.

9 Functional Job Analysis
Job Analysis Methods Functional Job Analysis Focuses on what a worker does and How task are preformed – results of the behavior Job analyst may observe or interview individual workers Job 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 job Elements consist of: a knowledge, a skill, an ability, a willingness, an interest and a personal characteristics Identify the characteristics that should be assessed by selection measures Job Element Design to identify the characteristics of a superior worker on the job.

11 Job Analysis Methods Online-Forms
Ability to create position description questionnaire General information Primary Functions Scope/Impact Supervision Given Requirements Equipment used Environment Duties Task Statements

12 Job Description Job Identification – job title, department, reporting relationship, and job number or code Job Analysis Date – aids in identifying job changes that would make description obsolete Job Summary – concise overview of job Duties Performed – major duties Qualifications – experience needed

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