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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. Uses of job analysis. Recruitment and selection Compensation Performance appraisals

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chapter 3

Chapter #3

Job Analysis

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
uses of job analysis
Uses of job analysis
  • Recruitment and selection
  • Compensation
  • Performance appraisals
  • Training
  • also helps to pinpoint
  • Unassigned duties
  • Dually assigned duties
steps in job analysis
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
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.
methods of collecting job analysis information
Methods of collecting job analysis information
  • Questionnaires
  • Interview
  • Observations
  • Diary/Logs
  • Position analysis questionnaire PAQ
  • DOL procedure
  • Functional job analysis
  • Don’t use just one method
writing the job description
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
Writing job descriptions
  • Trained vs. untrained personnel
  • Specifications based on judgment use O*net.
  • Look at research insight
what is a job
What is a job?
  • a set of closely related activities carried out for pay.
      • Job enlargement
      • Job rotation
      • Job enrichment
      • Work teams
      • Boundaryless organizations
      • Reengineering
      • Job descriptions and the law
job analysis provides information used for writing a
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____ 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
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
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
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
____ 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
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 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 same level activities
___means assigning workers additional same-level activities
  • A. Job enrichment
  • B. Job evaluation
  • C. Job enlargement
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