Job Analysis Chapter 4 Part 2 | Recruitment and Placement
After studying this chapter, you should be able to:
Discuss the nature of job analysis, including what it is and how it’s used.
Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
Write job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Methods of Collecting Job Analysis Information: The Interview
Groups of employees
Supervisors with knowledge of the job
Quick, direct way to find overlooked information
Methods of Collecting Job Analysis Information: Questionnaires
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 questionnaire
Methods of Collecting Job Analysis Information: Observation
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: Participant Diary/Logs
Workers keep a chronological diary/ log of what they do and the time spent on each activity
Produces a more complete picture of the job
Distortion of information
Depends upon employees to accurately recall their activities
Quantitative Job Analysis Techniques Position Analysis Questionnaire Functional Job Analysis Quantitative Job Analysis Department of Labor (DOL) Procedure
Writing Job Descriptions Job Identification Job Summary Responsibilities and Duties Authority of the Incumbent Standards of Performance Working Conditions Job Specifications Sections of a Typical Job Description
Writing Job Specifications Specifications for Trained Versus Untrained Personnel Specifications Based on Statistical Analysis “ What traits and experience are required to do this job well?” Specifications Based on Judgment
Job Analysis in a “Jobless” World Job Enlargement Job Enrichment Job Design: Specialization and Efficiency? Job Rotation
Job Analysis in a “Jobless” World (cont’d) Flattening the Organization Reengineering Business Processes Dejobbing the Organization Using Self-Managed Work Teams
K E Y T E R M S
position analysis questionnaire (PAQ)
U.S. Department of Labor (DOL) job analysis procedure