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Mastering Job Analysis: Procedures, Responsibilities & Requirements

Learn to determine job procedures, responsibilities, and requirements through job analysis. Understand the uses, steps, and methods involved, such as writing job descriptions and specifications. Discover how job analysis contributes to recruitment, compensation, and performance appraisals.

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Mastering Job Analysis: Procedures, Responsibilities & Requirements

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  1. Chapter #3 Job Analysis

  2. Job Analysis • Determining the procedures and responsibilities and requirements of a job. • Job description-List of duties • Job specifications – List of human requirements

  3. Uses of job analysis • Recruitment and selection • Compensation • Performance appraisals • Training • also helps to pinpoint • Unassigned duties • Dually assigned duties

  4. 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

  5. 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.

  6. 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

  7. Writing the job description • Job identification • Job summary • Responsibilities and duties. • Standards of Performance • Working conditions • Use dictionary of Occupational Titles • Job Description.com

  8. Writing job descriptions • Trained vs. untrained personnel • Specifications based on judgment use O*net. • Look at research insight

  9. 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

  10. Job analysis provides information used for writing a • a. Organizational chart • B. Job description • C. HR policy

  11. A____ is a list of a job’s human requirements for a position • A. Job specification • B. Job analysis • C. Job description

  12. The ____ provides a detailed picture of the work flow in an organization. • A. Process chart • B. Organizational chart • C. Job analysis

  13. Job analyses perform an important role in an employer’s attempt to comply with • A. OSHA • B. OFCP • C. EEO law

  14. The following questions should be included in a job analysis questionnaire except • A. Summary of duties • B. Education • C. Supervisor’s activities

  15. ____ is a job analysis method especially useful in jobs with viewable physical activity • A. Questionnaire • B. Direct observation • C. Participant diary/log

  16. The ___ would not be included in a job description • A. Knowledge and education requirements • B. Performance requirements • C. Responsibilities and duties

  17. 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

  18. ___means assigning workers additional same-level activities • A. Job enrichment • B. Job evaluation • C. Job enlargement

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