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Job Analysis. What is it? – The systematic gathering and appraisal of information about job content, human requirements for job success, and the relationship of the job to the overall work environment. Information gathered is converted into job descriptions and job specifications.

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Job Analysis

  • What is it? – The systematic gathering and appraisal of information about job content, human requirements for job success, and the relationship of the job to the overall work environment.

  • Information gathered is converted into job descriptions and job specifications.

  • Most Basic Building Block of HRM.


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Terminology and selection procedures, performance appraisal systems, disciplinary actions and pay practices.

  • What is a job? – a grouping of similar positions having common tasks, duties, and responsibilities – differs from a position –

  • A position is a collection of tasks, duties, and responsibilities performed by one person.

  • Job Family – a grouping of jobs having similar characteristics.


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  • Work Analysis – study of the work flow, activities, context, and output of a job.

  • Task-based Job Analysis – concentrates upon what is done on the job and focuses on the tasks, duties, and responsibilities performed in the job.

  • Competency Approaches to Job Analysis – growing interest in focusing on the competencies that individuals need in order to perform jobs rather than on the tasks, duties and responsibilities composing a job. KSAs


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Legal Aspects of Job Analysis context, and output of a job.

  • Important as an aid to compliance with the Americans with Disabilities Act, Fair Labor Standards Act, and compliance with the Uniform Guidelines on Employee Selection Procedures.

    • ADA – Identification of the essential job functions – “the fundamental job duties of the employment position that an individual with the disability holds or desires”

    • Identification of physical demands and environmental conditions of jobs.

    • Facilitates reasonable accommodation.


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Behavioral Aspects employees should be classified as exempt or non-exempt for purposes of overtime payments under the FLSA.

  • Both managers and employees may feel threatened by the job analysis process – can be used to identify the difference between the way a job is performed and the way it should be performed.

    • Job Inflation – tendency to inflate the importance of the job

    • Managerial Straitjacket – “that’s not my job”

    • Current Incumbent Emphasis –

    • Employee Anxieties -


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Job Analysis Methods employees should be classified as exempt or non-exempt for purposes of overtime payments under the FLSA.

  • Observation – work sampling and use of employee diary/logs

  • Interviewing – standardized question to insure uniformity of data

  • Questionnaires -

  • U.S. Department of Labor (DOL) – Uses Functional Job Analysis – Dictionary of Occupational Titles (DOT).


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  • Functional Job Analysis – comprehensive five-part set of questions to gather job analysis information: 1. Organizational goals, 2. What a worker does toward achieving those goals, 3. The level and orientation of what workers do, 4. performance standards, 5. Training content.

  • Examines and gathers information on data, people, and things


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Specialized Methods questions to gather job analysis information: 1. Organizational goals, 2. What a worker does toward achieving those goals, 3. The level and orientation of what workers do, 4. performance standards, 5. Training content.

  • Position Analysis Questionnaire (PAQ) – complex questionnaire with 27 job dimensions composed of 187 elements.

  • Management Position Description Questionnaire (MPDQ) – over 200 questions used to examine managerial dimensions.


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Writing Job Descriptions questions to gather job analysis information: 1. Organizational goals, 2. What a worker does toward achieving those goals, 3. The level and orientation of what workers do, 4. performance standards, 5. Training content.

  • Components: (Figure 7-11 in text)

    • Identification

    • General Summary

    • Essential Functions and Duties

    • Job Specifications

    • Disclaimer and Approvals


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