1 / 13

Job Analysis

Learn the systematic process of collecting information to identify similarities and differences in work, internal relationships in an organization, job descriptions, evaluation, and structure.

jguy
Download Presentation

Job Analysis

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 4 Job Analysis

  2. Exhibit 4.1: Many Ways to Create Internal Structure

  3. What Is Job Analysis? The systematic process of collecting information that identifies similarities and differences in the work.

  4. Internal relationships in organization Job descriptions Job evaluation Job structure Job analysis Exhibit 4.3: Determining theInternal Job Structure Collecting information about the nature of specific jobs Summary reports that identify, define, and describe the job as it is actually performed Comparison of jobs within an organization An ordering of jobs based on their content or relative value • Some Major Issues in Job Analysis • Why collect information? • What information is needed? • How to collect the information? • Who should be involved? • How useful are the results?

  5. Exhibit 4.4: Job Analysis Terminology JOB FAMILY Grouping of related jobs with broadly similar content, e.g. marketing, engineering, office support, technical. JOB Group of tasks performed by one person that make up the total work assignment of that person, e.g. customer support representative. TASK Smallest unit of analysis, a specific statement of what a person does; for example, answers the telephone. Similar tasks can be grouped into a task dimension, e.g. responsible for ensuring that accurate information is provided to customer.

  6. Job Identification Title Department in which job is located Number of people who hold job Exempt/Nonexempt Job Content Tasks Activities Constraints on actions Performance criteria Critical incidents Conflicting demands Working conditions Roles (e.g., negotiator, monitor, leader) Exhibit 4.6: Job Analysis -Data Related to Job

  7. Employee Characteristics Professional/technical knowledge Manual skills Verbal skills Written skills Quantitative skills Mechanical skills Conceptual skills Managerial skills Leadership skills Interpersonal skills Internal Relationships Boss & other superiors Peers Subordinates External Relationships Suppliers Customers Regulatory Professional/Industry Community Union/Employee Groups Exhibit 4.6: Job Analysis -Data Related to Employee

  8. Information to be Collected:Other Issues • Essential elements and Americans with Disabilities Act (ADA) • Requires that essential elementsof a job must be specified

  9. How Can the Information Be Collected? • Conventional Methods • Exhibit 4.9 • Quantitative Methods • Exhibit 4.7 • Exhibit 4.8 • Exhibit 4.10 • Exhibit 4.11

  10. Who Is Involved in Job Analysis? • Who collects the information? • Who provides the information? • What about discrepancies? • Top management support is critical

  11. Job Title Job Description Job Identification 1. Job Title. 2. Job Identification. • 3. Essential Functions. • 1. XXX • 2. XXX Essential Functions • 3. XXX • 4. XXX 4. Job Specifications. • 1. XXX • 2. XXX Job Specifications • 3. XXX • 4. XXX Job Descriptions

  12. Times for Reviewing Jobs andRevising Descriptions • Assigning a new incumbent to a job • When major changes are made in product or outputs provided by work unit or individual • Introduction of new equipment,methods, or procedures to workplace • Reorganization of work unit • Implementation of a new pay system • When a new responsibility (a major work activity area) is added to job

  13. Judging Job Analysis Reliability Validity Acceptability Usefulness

More Related