Job analysis and description
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Job Analysis and Description. Job Analysis Defined. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job. This Analysis Includes:. Identifying tasks/duties performed

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Job Analysis and Description

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Job analysis and description

Job Analysis and Description


Job analysis defined

Job Analysis Defined

  • Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.


This analysis includes

This Analysis Includes:

  • Identifying tasks/duties performed

  • Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks


The need for j a

The Need for J.A.

  • 1975 Albermarle Paper Co. V. Moody Supreme Court Decision


The court ruled that

The Court Ruled That...

  • Job Analysis must be an integral part of any validation study which attempts to demonstrate a relationship between a selection device and job performance.


The need for j a1

The Need for J.A.

  • 1990 Americans with Disabilities Act (ADA) Need a systematic method to identify Essential Job Functions


The uses of j a information

The Uses of J.A. Information


1 productivity

1) Productivity

  • Started with Scientific Management

    • Currently part of Industrial Engineering

  • Job design and redesign efforts


2 internal equity and compensation

2) Internal Equity and Compensation

  • Identify job-relevant differences for wage and merit increase determination


3 training and development

3) Training and Development


4 performance appraisal

4) Performance Appraisal


5 recruitment and selection

5) Recruitment and Selection


Job analysis methods

Job Analysis Methods

  • The choice is based on..

    • Purpose(s) of J.A.

    • Types of jobs studied

    • Budget Limitations


Most utilized methods

Most Utilized Methods


Direct observation

Direct Observation

  • The analyst watches job incumbents and records activities.

  • Some sort of follow-up is required to establish essential job functions and KSAs.


Direct observation1

Direct Observation...

  • Advantages:

    • First hand knowledge of job requirements

    • Works well with jobs that have a short work-cycle

    • Supplements other data collection methods


Direct observation2

Direct Observation...

  • Disadvantages:

    • Does not provide complete information for more complex jobs.

    • May interfere with job performance

    • Time consuming


Interviews

Interviews

  • The analyst interviews the incumbent(s) and records their description of job duties and KSAs.


Interviews1

Interviews...

  • Disadvantages:

    • Information only as good as the analyst

    • Time consuming, especially if there are several incumbents

    • Never talk money!


Interviews2

Interviews...

  • Advantages:

    • Allows for personal involvement

    • Allows for immediate follow-up to vague information


Questionnaires

Questionnaires

  • A survey/questionnaire is distributed to all job incumbents.


Questionnaires1

Questionnaires...

  • Advantages:

    • Quick and easy to administer

    • Can get a large amount of information in a short time

    • Allows for employee participation


Questionnaires2

Questionnaires...

  • Disadvantages:

    • Quality of information related to the quality of the questionnaire

    • Must have high school reading and writing ability to complete one

    • Often needs follow-up interview or observation


Other sources of job analysis information

Other Sources of Job Analysis Information

  • Critical Incidents

  • Employee logs or diaries

  • Technical Manuals

  • Training Manuals


Standardized approaches

Standardized Approaches


Job descriptions

Job Descriptions

  • Title

  • Relationships

  • Job Summary

  • Job Content


Job specifications

Job Specifications

  • Often included as part of the job description document


Any questions

Any Questions?


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