Necessity of Continuous Job Analysis Factors causing the change of job characteristics: a. Technology: technological improvement results in the change of tasks and duties. b. People: people’s ability, interest and needs may cause the change of tasks and duties. c. Environment: changes in legal and social environment may require the change of tasks and duties.
Definition of Job Analysis Job analysis refers to the process of getting detailed information about jobs. including the information about the content, context, and the human requirements of jobs. Job Analysis= Job Description+Job Specification
A. Interview: individual, group and supervisor interviews. Simple but not quite reliable. B. Questionnaire: ask job incumbents to fill in prepared questionnaire to collect information. Better than interview but still not very reliable. C. Observation: observe job activities, working conditions, human behavior and traits at work place. Feasible for some jobs but not all. D. Job logs/incidents report: study job logs and incident reports. Require careful analysis.
Questionnaire A. Position Analysis Questionnaire (PAQ) Containing 194 items of six categories: information input; thinking process; work output; interpersonal relationship; working conditions; other traits. B. Department of Labor Procedure (DOL) Containing job title, industry and its code, and worker functions with respect to data, people and things. Each function has an importance level. C. Functional Job Analysis (FJA) Rates the job not just on data, people and things but also on necessary instruction, reasoning, calculation, and verbal ability.