Job Analysis OS352 HRM Fisher January 31, 2005. 2 Agenda Follow up on safety discussion Job analysis – foundation of HR – Purpose – Various techniques.
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2 Agenda Follow up on safety discussion Job analysis – foundation of HR – Purpose – Various techniques
3 Introduction to Job Analysis Describe the job of “ Business School Professor ”
4 Job Analysis Overview Collection of data describing job behaviors and activities – Can also include products, tools, work context – Required worker characteristics (competencies) are generally derived from job behaviors Data used for many HR functions (selection, training, performance appraisal, compensation, etc.)
5 Some definitions Job: A collection of positions that are similar enough in tasks and duties to share a common job title Similar, but different concepts: – Position: collection of tasks and duties assigned to be performed by 1 individual – Occupation: collection of similar jobs across one or multiple organizations
6 Language of Job Analysis Basic unit of data = task statement – Description of a behavior – Includes action, objective, tools, instructions – Example: Write test questions in multiple choice format to assess student knowledge of key HR concepts. Worker characteristics = KSAOs or competencies
7 Competency Modeling Competencies can cover whole range of KSAOs, plus other characteristics Competency modeling tends to be more future- oriented Job analysis vs. competency modeling – Are there benefits of considering KSAOs individually? – Why might it be useful to use competencies?
8 Gathering Job Analysis Data Many different methods to use – Interviews – Focus groups – Diaries – Observation – Questionnaires – Critical incidents Vary in type of data you will get
9 Sources of job analysis data Potential sources include – Job incumbents (novice, expert) – Supervisors – Trainers – HR specialists – Customers Different viewpoints from different sources
10 Job Analysis Questionnaires Type of questionnaire – Standard (PAQ) – Customized Typical response options – Importance – Time spent – Frequency – Difficulty
11 Which method to use? Must think about – Questions you want to answer – Planned purposes for data – Key job characteristics – Administrative and resource constraints
12 For next class Topic: Job analysis and job descriptions – Conduct a short job analysis (10-12 task statements, plus other relevant information) for a job of your choice – Bring to class, will use for an exercise on job descriptions (and hand in) – What data should be collected when developing job descriptions?