Job Analysis[1]

Job AnalysisJob Analysis

Slides by: David Schwoyer Jr.Slides by: David Schwoyer Jr.

What will be coveredWhat will be covered

• Discuss the topicDiscuss the topic• Define tools usedDefine tools used• Interactive exerciseInteractive exercise• Explanation of topicExplanation of topic• How it worksHow it works• Real world examplesReal world examples• An exerciseAn exercise• SummarySummary


• What is the basis of job What is the basis of job analysis?analysis?

• To create the position you need, To create the position you need, you must first analyze the tasks you must first analyze the tasks that you need done.that you need done.

• You must accurately describe You must accurately describe the job and determine it’s the job and determine it’s specifications.specifications.


• Unorganized data has little use.Unorganized data has little use.• Only concerned with facts.Only concerned with facts.• Concerned only with the job, not the Concerned only with the job, not the

worker.worker.• Not “job classification”.Not “job classification”.• Required to determine job Required to determine job

qualifications?qualifications?• No, but planning is the key to No, but planning is the key to

success.success.

Tools usedTools used

• Books and LiteratureBooks and Literature– Valid information on current job Valid information on current job

analysis and studies.analysis and studies.– Job analysis that are being Job analysis that are being

implemented by other successful implemented by other successful companies.companies.

– Past and present failures and Past and present failures and successes.successes.

Tools cont..Tools cont..

• Flow and Organizational ChartsFlow and Organizational Charts– Very helpful for showing past and Very helpful for showing past and

current information.current information.– Show trends and similarities.Show trends and similarities.

Brainstorming ExerciseBrainstorming Exercise

• Break into groups.Break into groups.– Elect a spokesperson and a scribe.Elect a spokesperson and a scribe.– Collectively write down what types Collectively write down what types

of jobs in your organization would of jobs in your organization would benefit from job analysis, and benefit from job analysis, and reasons for each.reasons for each.

Brainstorming cont…Brainstorming cont…

• What were the results?What were the results?• Example types of jobs:Example types of jobs:

– Newly formed jobsNewly formed jobs– Old preexisting jobsOld preexisting jobs– Union jobsUnion jobs– Jobs that have come under discriminatory Jobs that have come under discriminatory

recognition.recognition.– Basically all types of jobs can and should Basically all types of jobs can and should

be analyzed.be analyzed.

Brainstorming cont…Brainstorming cont…

• Reasons for job analysis:Reasons for job analysis:– New position needs to be created.New position needs to be created.– Old job has become unproductive.Old job has become unproductive.– Better define the role of the Better define the role of the

employee.employee.– Union demand for a revision.Union demand for a revision.– To develop nondiscriminatory To develop nondiscriminatory

standards (primarily women and standards (primarily women and minorities).minorities).

ExplanationExplanation

• Job analysis is a multi-stage process.Job analysis is a multi-stage process.• The first stage is for the “analyst” to The first stage is for the “analyst” to

become as familiar as possible with become as familiar as possible with the job.the job.

• This entails:This entails:– Background research.Background research.– Using the tools defined earlier such as:Using the tools defined earlier such as:

• Books and literature.Books and literature.• Flow and organizational charts.Flow and organizational charts.

Explanation cont…Explanation cont…

• The information gathered in this The information gathered in this first stage will serve for a first stage will serve for a variety of purposesvariety of purposes– Mostly for recruitment and Mostly for recruitment and

selection, but also wage and selection, but also wage and salary levels.salary levels.


• A national survey of job analysis A national survey of job analysis methods explains some of the ways methods explains some of the ways organizations are using job analysis:organizations are using job analysis:– In job evaluation:In job evaluation:

• Appraising performanceAppraising performance• Determining profit-sharingDetermining profit-sharing

– In recruiting:In recruiting:• Creating job specificationsCreating job specifications• Matching the right people with jobsMatching the right people with jobs

– In labor and personnel relations:In labor and personnel relations:• Establishing authorityEstablishing authority• Establishing communication channelsEstablishing communication channels


– In utilization of workers:In utilization of workers:• Organizing and planningOrganizing and planning• Controlling costsControlling costs

– In training:In training:• Developing training coursesDeveloping training courses• Orienting new employeesOrienting new employees


• Job analysis is a complex Job analysis is a complex process and will require the process and will require the participation from several participation from several individuals within your individuals within your organization.organization.

• Using the skills and expertise of Using the skills and expertise of other personnel will bring more other personnel will bring more clarification upon your analysis.clarification upon your analysis.


• The individuals playing a role in The individuals playing a role in job analysis can be:job analysis can be:– Top ManagementTop Management– Supervisory ManagementSupervisory Management– A Consultant (Not always A Consultant (Not always

necessary)necessary)– EmployeesEmployees– UnionUnion

Individual rolesIndividual roles

• General ManagementGeneral Management– Establish a need for the programEstablish a need for the program– Resolve conflictResolve conflict

• Supervisory ManagementSupervisory Management– Review and approve the resultsReview and approve the results– Implement the programImplement the program

• EmployeesEmployees– Add their on hand experienceAdd their on hand experience– Bring up any facts unknown by Bring up any facts unknown by

managementmanagement

Individual roles cont…Individual roles cont…

• ConsultantConsultant– Advise the analystAdvise the analyst– Give another point of viewGive another point of view

• UnionUnion– Negotiate with managementNegotiate with management– Appoint representatives Appoint representatives

Areas coveredAreas covered

• The analysis should cover 7 The analysis should cover 7 areas.areas.– Work activitiesWork activities– The job contextThe job context– Tools, machines, equipment, and Tools, machines, equipment, and

work aidswork aids– How the job is performedHow the job is performed

Areas covered cont…Areas covered cont…

• 7 areas…7 areas…– The personnel requirements for the The personnel requirements for the

jobjob– Job relationshipsJob relationships– Job related tangibles or intangiblesJob related tangibles or intangibles

Second StageSecond Stage

• The second stage in job analysis The second stage in job analysis is to organize you information is to organize you information into a type of “job description”.into a type of “job description”.

Second stage cont…Second stage cont…

• A “job description” will generally A “job description” will generally summarize the position you have summarize the position you have analyzed.analyzed.

• It will portray to the future It will portray to the future employee the basics of the job employee the basics of the job with out having to go into with out having to go into extreme detail.extreme detail.

SurveySurvey

• A survey can be given to A survey can be given to managers and supervisors to managers and supervisors to see exactly how much they are see exactly how much they are using the information provided.using the information provided.

• The survey can be a questioner.The survey can be a questioner.• Question?Question?

– What do you think the information What do you think the information is primarily being used for?is primarily being used for?

AnswerAnswer

• The information is most The information is most commonly used for job commonly used for job evaluation and for setting wage evaluation and for setting wage and salary levels.and salary levels.

Real World ExampleReal World Example

• In 1990 congress passed the In 1990 congress passed the Americans with Disabilities Act (ADA Americans with Disabilities Act (ADA 1990).1990).– This act was designed to aid employees This act was designed to aid employees

with disabilities in the working world.with disabilities in the working world.

• Job analysis has played a key role in Job analysis has played a key role in companies compliance with this Act, companies compliance with this Act, as well as aiding thousands of as well as aiding thousands of disabled Americans.disabled Americans.

ExerciseExercise

• Compose a list of the possible Compose a list of the possible benefits and disadvantages of benefits and disadvantages of job analysis.job analysis.– Break off into your original groups Break off into your original groups

to answer the question.to answer the question.

AnswersAnswers

• In most cases the list of In most cases the list of advantages severely outweighs advantages severely outweighs the disadvantages to the the disadvantages to the organization.organization.

• This shows us that job analysis This shows us that job analysis is a practical tool for businesses is a practical tool for businesses today.today.

SummarySummary

• Using job analysis you can define Using job analysis you can define what makes each job what it is in the what makes each job what it is in the organization.organization.

• This leads to better performance and This leads to better performance and more efficiency from the work force.more efficiency from the work force.

• And with better performance and And with better performance and efficiency comes a smoother running efficiency comes a smoother running more profitable company.more profitable company.

BibliographyBibliography

• Schaubroeck, John. “A field Schaubroeck, John. “A field experiment testing supervisory role experiment testing supervisory role clarification.” clarification.” Personnel PsychologyPersonnel Psychology Spring 1993; 1-4.Spring 1993; 1-4.

• ““Sample Job Analysis Questionnaires Sample Job Analysis Questionnaires to Define the Duties of a New Job.” to Define the Duties of a New Job.” Internet. Internet. http://www.lycos.com/business/cch/tools.htmlhttp://www.lycos.com/business/cch/tools.html. 14 February 2001.. 14 February 2001.

http://www.lycos.com/business/cch/tools.html

Bibliography cont…Bibliography cont…

• ““Overview.” Internet. Overview.” Internet. http://www.hrnext.com/content/view.cfm?articles_id=398&subs_id=120http://www.hrnext.com/content/view.cfm?articles_id=398&subs_id=120. 14 February 2001.. 14 February 2001.

http://www.hrnext.com/content/view.cfm?articles_id=398&subs_id=120

Education

Job Analysis[1]