Chapter #3
Job Analysis
Job Analysis
Determining the procedures and
responsibilities and requirements of a
job.
 Job description-List of duties
 Job specifications – List of human
requirements
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Uses of job analysis
Recruitment and selection
 Compensation
 Performance appraisals
 Training
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also helps to pinpoint
 Unassigned duties
 Dually assigned duties

Steps in Job analysis
 Determine
which approach to use.
 Review org charts (process mapping)
 Which jobs should we look at?
 Collect data
 Review info with job incumbents
 Develop job descriptions and specs
Use O’net
http://online.onet center.org
 Type in the occupational title
 You will need to do this for you project
 On your present job.
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Methods of collecting job
analysis information
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Questionnaires
Interview
Observations
Diary/Logs
Position analysis
questionnaire PAQ
DOL procedure
Functional job analysis
Don’t use just one
method
Writing the job description

Job identification
 Job summary
 Responsibilities and
duties.
 Standards of
Performance
 Working conditions
 Use dictionary of
Occupational Titles

Job Description.com
Writing job descriptions
 Trained
vs. untrained personnel
 Specifications based on judgment use
O*net.
 Look at research insight
What is a job?

a set of closely related activities carried out for
pay.
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Job enlargement
Job rotation
Job enrichment
Work teams
Boundaryless organizations
Reengineering
Job descriptions and the law
Job analysis provides information used for
writing a
a. Organizational chart
 B. Job description
 C. HR policy

A____ is a list of a job’s human requirements
for a position
 A.
Job specification
 B. Job analysis
 C. Job description
The ____ provides a detailed picture of
the work flow in an organization.
 A.
Process chart
 B. Organizational chart
 C. Job analysis
Job analyses perform an important role in
an employer’s attempt to comply with
A. OSHA
 B. OFCP
 C. EEO law

The following questions should be included in a
job analysis questionnaire except
 A.
Summary of duties
 B. Education
 C. Supervisor’s activities
____ is a job analysis method especially useful
in jobs with viewable physical activity
 A.
Questionnaire
 B. Direct observation
 C. Participant diary/log
The ___ would not be included in a job
description
 A.
Knowledge and education
requirements
 B. Performance requirements
 C. Responsibilities and duties
A resource for itemizing the job’s duties and
responsibilities is:
 A.
Dictionary of Occupational Titles
 B. Dictionary of Occupational jobs
 C. Department of Labor Guide
___means assigning workers additional samelevel activities
 A.
Job enrichment
 B. Job evaluation
 C. Job enlargement