Chapter 4: Job Analysis. SHRM ( 學分班 ). Nature of Job Analysis. Job analysis( 工作分析 ) Procedure to determine the duties and skill requirements of a job and the kind of person who should be hired for it. Job description ( 工作分析的產物 1: 工作說明書 )
Job description (工作分析的產物1:工作說明書)
Job specification (工作分析的產物2:工作規範)
Step 1: Decide how you will use the information
- for writing JD, Qualitative approach
- for compensation, quantitative approach
Step 2:Review relevant background information
- Org. chart, process chart, old job description
Step 3:Select representative positions.
-? Select the average one, or the exemplar?
Step 4:Actually analyze the job.
Organization chart 組織圖
Process chart 工作流程圖
Step 5:Verify the job analysis information.
- With the worker & the immediate supervisor.
Step 6:Develop a job description and job specification.
Groups of employees
Supervisors with knowledge of the job
Quick, direct way to find overlooked information.
Unstructured (Fig. 4-3)Methods of Collecting Job Analysis Information: The Interview 使用得最廣
Have employees fill out questionnaires to describe their job-related duties and responsibilities.
Quick and efficient way to gather information from large numbers of employees
Expense and time consumed in preparing and testing the questionnaireMethods of Collecting Job Analysis Information: Questionnaires
Observing and noting the physical activities of employees as they go about their jobs.
Provides first-hand information
Reduces distortion of information
Difficulty in capturing entire job cycle
Of little use if job involves a high level of mental activity.Methods of Collecting Job Analysis Information: Observation
Workers keep a chronological diary/ log of what they do and the time spent in each activity.
Produces a more complete picture of the job
Distortion of information (eg. 誇大)
Depends upon employees to accurately recall their activitiesMethods of Collecting Job Analysis Information: Participant Diary (工作日誌)
Sections of a typical job description
Source: Courtesy of HR Department, Pearson Education.
Relationships (chain of command)
Job enlargement 工作擴大化
Job enrichment 工作豐富化
Broadening the responsibilities of the company’s jobs
Encouraging employee initiative.
Internal factors leading to dejobbing
External factors leading to dejobbing.
Rapid product and technological change
Rise of a service economy.Why Managers Are Dejobbing Their Companies
Competency-based job analysis