Presentation on theme: "MANA 4328 Dr. George Benson firstname.lastname@example.org Job Analysis 1 MANA 4328 Dr. George Benson email@example.com 1."— Presentation transcript:
1 MANA 4328 Dr. George Benson firstname.lastname@example.org Job Analysis 1MANA 4328Dr. George Benson1
2 Job AnalysisSystematic process for collecting information on the important work-related aspects of a job.Work activities – what the worker does, how and why these activities are conducted.Tools and equipment used in performing work activities.Context of the work environment, such as work schedule or working conditions.Requirements for performing the job – KSA’s.
3 Uniform Guidelines Section 14 Technical Standards for Validity Studies C. (2). There should be a job analysis which include and analysis of the important work behavior(s) required for successful job performance and their relative importance, and…an analysis of the work product(s).If work behaviors are not observable, the job analysis should identify and observe those aspects of behavior(s) which can be observed. The work behavior(s) selected should be critical… and/or constituting most of the job.
4 Job Analyses Situations Job analysis particularly important for:Jobs with potential adverse impact in selectionEntry-level positions and gatekeeper positionsJobs with large numbers of applicantsJobs with performance deficiencies
5 Job Analysis Applications HR PlanningRecruitment: job descriptions and want adsSelection: job requirements and qualificationsPricing jobsTraining and DevelopmentPerformance Management
6 Types of “Job” Analysis Task statementsKSA’sCompetency analysisCompetenciesMatrix / ModelsCompensation analysis“Compensable” factorsHay Process
7 Job Analysis Methods Gather job information Analyze job information Validate job information
9 O*NET http://online.onetcenter.org/ Occupational Information Network Database of worker attributes and job characteristics.
10 Job Analysis Methods Analyze job information Create task statements Action verbsConcise summaryCreate KSA’s or job qualifications
11 Task Statements Characterize activities with action verbs. Tasks have identifiable beginnings and endings.Identifiable outputs or consequences.Mean the same thing to all respondents.Non-trivial but complete.What the worker does, how they do it, to who or what and why?
12 KSA’s DefinedKnowledge: A body of information (typically of a factual or procedural nature) that required for successful completion of a task.Skill: An individual’s level of competency or proficiency in performing a specific task. Usually be expressed in numerical terms.Ability: A more general, enduring trait or capability an individual possesses when he or she first performs a task.
13 KSA’s Defined Knowledge: Various engineering fields and terms. DOT regulationsSkills:Typing 50 words per minute without error.Basic PC operations including .Abilities:Writing and edit business correspondence.Interviewing clients for marketing information.
14 KSA’s Really necessary for task performance? Must newly hired employees have this KSA?To what degree would it differentiate between high and low performance of new employees?
16 Summary: Analyzing a Position Identify major responsibilitiesWrite task statementsRate tasksIdentify KSA’s for essential tasksRate KSA’sValidate the description
17 Job Descriptions Identifying Information Job Title Exempt or Non-exemptFull-time or Part-timeGender neutralSummaryBrief descriptionPlace in org. structure
18 Job Descriptions Duties and Responsibilities What does the person do? How do those tasks get done?Under what conditions?Using what materials?Requirements and QualificationsKSA’sCertifications or degreesAppropriate for the job