1. Human Resource Management
Job & Work Analysis
Human Resource Management

2. What is Job Analysis? The systematic study of job content
A process (series of steps) of obtaining important and relevant information about a job
There are many uses of job analysis information 58

3. Uses of Job Analysis Information
HR Practices
Job evaluation
Recruitment
Selection
Orientation, training and development
Performance appraisal
Promotions, transfers
Career planning
Labor relations
Organization design
Organizing
HR Planning
Role definition
Work/equipment design
Job design
Safety
Methods improvement
Other uses
Personnel research
Rehabilitation counseling
Vocational guidance 59

4. Job Specifications KSAOs Knowledge Skills Abilities
Other characteristics 60

5. Two Major Types of Job Analysis
Conventional
Typically uses an open-ended questionnaire
Involves supervisors and incumbents
Job description is written
Supervisor and HR usually approves
Quantitative
Typically uses highly structured questionnaires, checklists or inventories
Becoming more prevalent
Costly
Only useful in multiple incumbent jobs 61

6. Conventional Methods Direct observation Individual interview
Group interview
Technical conference
Diaries/logs
Open-ended questionnaires 62

7. Quantitative Methods Highly structured questionnaires
Position Analysis Questionnaire (PAQ)
Task inventories 63

8. Standards for Judging Job Analysis
Reliability
Two different analysts agree on the same job
One analyst obtains same result on two occasions
Validity
Does it really describe the job accurately?
Difficult to determine
Data from multiple job holders, supervisors
Approved by incumbents and supervisor 64