Job Analysis
Slides by: David Schwoyer Jr.
What will be covered
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Discuss the topic
Define tools used
Interactive exercise
Explanation of topic
How it works
Real world examples
An exercise
Summary
Job Analysis
• What is the basis of job
analysis?
• To create the position you need,
you must first analyze the tasks
that you need done.
• You must accurately describe
the job and determine it’s
specifications.
Job Analysis
• Unorganized data has little use.
• Only concerned with facts.
• Concerned only with the job, not the
worker.
• Not “job classification”.
• Required to determine job
qualifications?
• No, but planning is the key to
success.
Tools used
• Books and Literature
– Valid information on current job
analysis and studies.
– Job analysis that are being
implemented by other successful
companies.
– Past and present failures and
successes.
Tools cont..
• Flow and Organizational Charts
– Very helpful for showing past and
current information.
– Show trends and similarities.
Brainstorming Exercise
• Break into groups.
– Elect a spokesperson and a scribe.
– Collectively write down what types
of jobs in your organization would
benefit from job analysis, and
reasons for each.
Brainstorming cont…
• What were the results?
• Example types of jobs:
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Newly formed jobs
Old preexisting jobs
Union jobs
Jobs that have come under
discriminatory recognition.
– Basically all types of jobs can and should
be analyzed.
Brainstorming cont…
• Reasons for job analysis:
– New position needs to be created.
– Old job has become unproductive.
– Better define the role of the
employee.
– Union demand for a revision.
– To develop nondiscriminatory
standards (primarily women and
minorities).
Explanation
• Job analysis is a multi-stage
process.
• The first stage is for the “analyst” to
become as familiar as possible with
the job.
• This entails:
– Background research.
– Using the tools defined earlier such as:
• Books and literature.
• Flow and organizational charts.
Explanation cont…
• The information gathered in
this first stage will serve for a
variety of purposes
– Mostly for recruitment and
selection, but also wage and
salary levels.
Explanation cont…
• A national survey of job analysis
methods explains some of the ways
organizations are using job analysis:
– In job evaluation:
• Appraising performance
• Determining profit-sharing
– In recruiting:
• Creating job specifications
• Matching the right people with jobs
– In labor and personnel relations:
• Establishing authority
• Establishing communication channels
Explanation cont…
– In utilization of workers:
• Organizing and planning
• Controlling costs
– In training:
• Developing training courses
• Orienting new employees
Explanation cont…
• Job analysis is a complex
process and will require the
participation from several
individuals within your
organization.
• Using the skills and expertise of
other personnel will bring more
clarification upon your analysis.
Explanation cont…
• The individuals playing a role in
job analysis can be:
– Top Management
– Supervisory Management
– A Consultant (Not always
necessary)
– Employees
– Union
Individual roles
• General Management
– Establish a need for the program
– Resolve conflict
• Supervisory Management
– Review and approve the results
– Implement the program
• Employees
– Add their on hand experience
– Bring up any facts unknown by
management
Individual roles cont…
• Consultant
– Advise the analyst
– Give another point of view
• Union
– Negotiate with management
– Appoint representatives
Areas covered
• The analysis should cover 7
areas.
– Work activities
– The job context
– Tools, machines, equipment, and
work aids
– How the job is performed
Areas covered cont…
• 7 areas…
– The personnel requirements for the
job
– Job relationships
– Job related tangibles or intangibles
Second Stage
• The second stage in job analysis
is to organize you information
into a type of “job description”.
Second stage cont…
• A “job description” will generally
summarize the position you have
analyzed.
• It will portray to the future
employee the basics of the job
with out having to go into
extreme detail.
Survey
• A survey can be given to
managers and supervisors to
see exactly how much they are
using the information provided.
• The survey can be a questioner.
• Question?
– What do you think the information
is primarily being used for?
Answer
• The information is most
commonly used for job
evaluation and for setting wage
and salary levels.
Real World Example
• In 1990 congress passed the
Americans with Disabilities Act (ADA
1990).
– This act was designed to aid employees
with disabilities in the working world.
• Job analysis has played a key role in
companies compliance with this Act,
as well as aiding thousands of
disabled Americans.
Exercise
• Compose a list of the possible
benefits and disadvantages of
job analysis.
– Break off into your original groups
to answer the question.
Answers
• In most cases the list of
advantages severely outweighs
the disadvantages to the
organization.
• This shows us that job analysis
is a practical tool for businesses
today.
Summary
• Using job analysis you can define
what makes each job what it is in the
organization.
• This leads to better performance and
more efficiency from the work force.
• And with better performance and
efficiency comes a smoother running
more profitable company.
Bibliography
• Schaubroeck, John. “A field
experiment testing supervisory role
clarification.” Personnel Psychology
Spring 1993; 1-4.
• “Sample Job Analysis Questionnaires
to Define the Duties of a New Job.”
Internet.
http://www.lycos.com/business/cch/to
ols.html. 14 February 2001.
Bibliography cont…
• “Overview.” Internet.
http://www.hrnext.com/content/v
iew.cfm?articles_id=398&subs_i
d=120. 14 February 2001.