Chapter 4
Job Analysis
1.
2.
3.
4.
5.
Discuss the nature of job analysis, including what it is and how it’s used.
Use at least three methods of collecting job analysis information, including
interviews, questionnaires, and observation.
Write job descriptions, including summaries and job functions, using the Internet
and traditional methods.
Write job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s
done in practice.
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The Basics of Job Analysis
Job Analysis
The procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it.
Job Description
Job Specification
A
list
of
a
job’s
duties,
responsibilities,
reporting
relationships, working conditions,
and supervisory responsibilities
one product of a job analysis.
A list of a job’s “human
requirements,” that is, the requisite
education, skills, personality, and
so on another product of a job
analysis.
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The Basics of Job Analysis
Job Analysis
(Data Collection Process)
Job Description
Job Specification
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The Basics of Job Analysis
Types of Information Collected
Work activities
Performance standards
Human behaviors
Job context
Machines, tools, equipment, and
work aids
Human requirements
4
The Basics of Job Analysis
Uses of Job Analysis Information
Recruitment and Selection
Training
Compensation
Discovering Unassigned Duties
Performance Appraisal
EEO Compliance
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The Basics of Job Analysis
Steps in Job Analysis
Step 1
Decide how you’ll use the information.
Step 2
Review relevant background information.
Step 3
Select representative positions.
Step 4
Actually analyze the job.
Step 5
Verify the job analysis information.
Step 6
Develop a job description and job specification.
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The Basics of Job Analysis
Steps in Job Analysis
Identify purpose
Assign who is responsible for the process
Identify positions to be analyzed
Analyze the jobs
Identify data to be collected
Identify data collection sources
Identify data collection tools /
methods
Develop JD & JS
Test JD & JS
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Acquire top management approval
The Basics of Job Analysis
Methods for Collecting Job Analysis Information
The interview
Questionnaires
Observation
Participants diary / log
Quantitative job analysis methods
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The Basics of Job Analysis
Quantitative job analysis methods
Position analysis questionnaire
A questionnaire used to collect quantifiable data concerning the duties and
responsibilities of various jobs.
194 Elements grouped into different dimensions
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The Basics of Job Analysis
Quantitative job analysis methods
U S department of labor JA procedure
A standardized method by which different jobs can be quantitatively rated,
classified, and compared.
Activity:
Data
People
Things
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The Basics of Job Analysis
Quantitative job analysis methods
Functional JA
A Takes into account the extent to which instructions, reasoning, judgment, and
mathematical and verbal ability are necessary for performing job tasks.
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The Basics of Job Analysis
Methods for Collecting Job Analysis Information
Internet based job analysis
Use multiple sources to collect the data
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Writing Job Descriptions
Job Description
A written statement of what the worker actually does, how he or she does it, and
what the job’s working conditions are.
Job identification
Job summary
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions
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Writing Job Specifications
Job Specifications
Focus on traits like length of previous service, quality of relevant training, and
previous job performance.
Specifications for trained personnel
Specifications for untrained
personnel
Focus on traits like length of
previous service, quality of relevant
training,
and
previous
job
performance.
Focus
on
physical
traits,
personality, interests, or sensory
skills that imply some potential for
performing or for being trained to
do the job.
Specifications Based on Judgment
Specifications Based on Statistical
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Analysis
Job Analysis in A jobless World
Job
A set of closely related activities carried out for pay.
Job Enlargement
Assigning workers additional same level activities, thus increasing
the number of activities they perform.
Job Enrichment
Redesigning jobs in a way that increases the opportunities for the
worker to experience feelings of responsibility, achievement, growth,
and recognition.
Job Rotation
Moving a trainee from department to department to broaden his or
her experience and identify strong and weak points to prepare the
person for an enhanced role with the company
Systematically moving workers from one job to another to enhance
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work team performance.
Job Analysis in A jobless World
Dejobbing
Broadening the responsibilities of the company’s jobs, and encouraging
employee initiative (not to limit themselves to what’s on their job descriptions)
Flatter organizations
Self managing work teams
Reengineering
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Job Analysis in A jobless World
Competency Based Job Analysis
Describing a job in terms of the measurable, observable, behavioral
competencies (knowledge, skills, and/or behaviors) an employee must exhibit to
do a job well
Competencies
Demonstrable characteristics of a person that enable
performance of a job.
Performance
management
Basing employees training, appraisal, and rewards on
fostering and rewarding the skills and competencies he or
she needs to achieve his or her goals
Managing all elements of the organizational process that
affect how well employees perform.
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Job Analysis in A jobless World
An Example BP’s Matrix
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