ThemeGallery Power Template

Job AnalysisCh.3Types of Information CollectedWork activitiesHuman behaviorsHuman requirementsJob contextMachines, tools, equipment, and work aidsPerformance standardsInformation Collected Via Job Analysis2Use of Job Analysis InformationRecruitment and SelectionCompensationEEO ComplianceDiscovering Unassigned DutiesPerformance AppraisalTrainingInformation Collected Via Job Analysiswww.slideshare.com/natriumz3FIGURE 31Uses of Job Analysis Information

www.slideshare.com/natriumz4FIGURE 32Process Chart for Analyzing a Jobs Workflow

Source: Compensation Management: Rewarding Performance by Richard J. Henderson. Reprinted by permission of Pearson Education, Upper Saddle River, NJ.www.slideshare.com/natriumz5Steps in Job Analysis12345Steps in doing a job analysis:Review relevant background information.Decide how youll use the information.Select representative positions.Actually analyze the job.Verify the job analysis information.6Develop a job description and job specification.www.slideshare.com/natriumz6Methods of Collecting Job Analysis Information: The InterviewInformation SourcesIndividual employeesGroups of employeesSupervisors with knowledge of the jobAdvantagesQuick, direct way to find overlooked informationDisadvantagesDistorted informationInterview FormatsStructured (Checklist)Unstructured

7

FIGURE 33 Job Analysis Questionnaire for Developing Job DescriptionsNote: Use a questionnaire like this to interview job incumbents, or have them fill it out.Source: www.hr.blr.com. Reprinted with permission of the publisher, Business and Legal Reports, Inc., Old Saybrook, CT 2004.www.slideshare.com/natriumz8FIGURE 33 Job Analysis Questionnaire for Developing Job Descriptions (contd)Note: Use a questionnaire like this to interview job incumbents, or have them fill it out.Source: www.hr.blr.com. Reprinted with permission of the publisher, Business and Legal Reports, Inc., Old Saybrook, CT 2004.

www.slideshare.com/natriumz9Job Analysis: Interviewing GuidelinesThe job analyst and supervisor should work together to identify the workers who know the job best.Quickly establish rapport with the interviewee.Follow a structured guide or checklist, one that lists open-ended questions and provides space for answers.Ask the worker to list his or her duties in order of importance and frequency of occurrence.After completing the interview, review and verify the data.10Methods of Collecting Job Analysis Information: QuestionnairesInformation SourceHave employees fill out questionnaires to describe their job-related duties and responsibilitiesQuestionnaire FormatsStructured checklistsOpen-ended questions AdvantagesQuick and efficient way to gather information from large numbers of employeesDisadvantagesExpense and time consumed in preparing and testing the questionnaire11Methods of Collecting Job Analysis Information: ObservationInformation SourceObserving and noting the physical activities of employees as they go about their jobsAdvantagesProvides first-hand informationReduces distortion of informationDisadvantagesTime consumingDifficulty in capturing entire job cycleOf little use if job involves a high level of mental activity

12Methods of Collecting Job Analysis Information: Participant Diary/LogsInformation SourceWorkers keep a chronological diary/ log of what they do and the time spent on each activityAdvantagesProduces a more complete picture of the jobEmployee participationDisadvantagesDistortion of informationDepends upon employees to accurately recall their activities

13FIGURE 34 Example of Position/Job Description Intended for Use Online

Source: www.ncf.edu/humanresources/documents/A&P%20Final.doc. Accessed May 10, 2007.www.slideshare.com/natriumz14FIGURE 34 Example of Position/Job Description Intended for Use Online (contd)Source: www.ncf.edu/humanresources/documents/A&P%20Final.doc. Accessed May 10, 2007.

www.slideshare.com/natriumz15FIGURE 34 Example of Position/Job Description Intended for Use Online (contd)Source: www.ncf.edu/humanresources/documents/A&P%20Final.doc. Accessed May 10, 2007.

www.slideshare.com/natriumz16Quantitative Job Analysis TechniquesPosition Analysis QuestionnaireFunctional Job AnalysisQuantitative Job AnalysisDepartment of Labor (DOL) Procedurewww.slideshare.com/natriumz17Writing Job DescriptionsJobIdentificationJobSummaryResponsibilities and DutiesAuthority of the IncumbentStandards of PerformanceWorking ConditionsJobSpecificationsSections of a Typical Job Descriptionwww.slideshare.com/natriumz18FIGURE 38 Sample Job Description, Pearson Education

www.slideshare.com/natriumz19FIGURE 38 Sample Job Description, Pearson Education (contd)

www.slideshare.com/natriumz20The Job DescriptionJob IdentificationJob titlePreparation datePreparerJob SummaryGeneral nature of the jobMajor functions/activitiesRelationships Reports to:Supervises:Works with: Outside the company:Responsibilities and DutiesMajor responsibilities and duties (essential functions)Decision-making authorityDirect supervisionBudgetary limitationsStandards of Performance and Working ConditionsWhat it takes to do the job successfully

21Using the Internet for Writing Job DescriptionsStandard Occupational Classification (SOC)

O*NET Online

Source: O*Net is a trademark of the U.S. Department of Labor, Employment and Training Administration. Reprinted by permission of O*Net.22Writing Job SpecificationsSpecifications for Trained Versus Untrained PersonnelSpecifications Based on Statistical AnalysisWhat traits and experience are required to do this job well?Specifications Based on Judgmentwww.slideshare.com/natriumz23FIGURE 310Preliminary JobDescriptionQuestionnaire

Source: Reprinted from www.hr.blr.com with the permission of the publisher, Business and Legal Reports, Inc., Old Saybrook, CT 2004.www.slideshare.com/natriumz24Writing Job Descriptions (contd)Step 1.Decide on a PlanStep 2.Develop an Organization ChartStep 3.Use a Job Analysis/Description QuestionnaireStep 4.Obtain Lists of Job Duties from O*NETStep 5.Compile the Jobs Human Requirements from O*NETStep 6.Complete Your Job Description25Writing Job Specifications (contd)Steps in the Statistical ApproachAnalyze the job and decide how to measure job performance.Select personal traits that you believe should predict successful performance.Test candidates for these traits.Measure the candidates subsequent job performance.Statistically analyze the relationship between the human traits and job performance.26Job Analysis in a Jobless WorldJobEnlargementJob EnrichmentJob Design:Specialization and Efficiency?Job Rotationwww.slideshare.com/natriumz27Job Analysis in a Jobless World (contd)Flattening the OrganizationReengineering Business ProcessesDejobbing the OrganizationUsing Self-Managed Work Teamswww.slideshare.com/natriumz28Competency-Based Job AnalysisCompetenciesDemonstrable characteristics of a person that enable performance of a job.Reasons for Competency-Based Job AnalysisTo support a high-performance work system.To create strategically-focused job descriptions.To support the performance management process in fostering, measuring, and rewarding:General competenciesLeadership competenciesTechnical competencies29Competency-Based Job Analysis (contd)How to Write Job Competencies-Based Job DescriptionsInterview job incumbents and their supervisorsAsk open-ended questions about job responsibilities and activities.Identify critical incidents that pinpoint success on the job.Use off-the-shelf competencies databanks30