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Chapt. 6 – Job Analysis

Chapt. 6 – Job Analysis. Job analysis – the identification and description of what is happening on the job Why is it Important? Essential to sound compensation system Establishes the validity of pay practices Used in various HR-related activities. Preliminary Considerations:

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Chapt. 6 – Job Analysis

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  1. Chapt. 6 – Job Analysis • Job analysis – the identification and description of what is happening on the job • Why is it Important? • Essential to sound compensation system • Establishes the • validity of pay practices • Used in various HR-related activities

  2. Preliminary Considerations: • Do you have senior management support? • Do you or will you have cooperation of the employees?

  3. Four Planning Steps • 1. Determine the organizational use of job content and other data: Employment Training Organizational Design Compensation Performance Appraisal

  4. Safety & Health • Affirmative Action Planning • Hiring the Disabled

  5. 2. Learn about the structure, operations, and jobs in the organization • How? • Organization Chart (example – p. 136) • Process Chart (example – p. 137) • Procedures Manual

  6. 3. Identify and select methods for collecting job content data • Choices: • Interview • Questionnaire • Observation • Diary/Log • Combination

  7. 4. Schedule the necessary and logical work steps • Time & Cost Schedule

  8. Collecting & Describing Job Data • Terminology – p. 142-143 • Using the Internet • Developing data collection instrument • Collecting job activity data • Editing job activity data • Collecting job specification data

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