1. Human Resource
Management
ELEVENTH EDITION
1
GARY DESSLER
Part 2 | Recruitment and Placement
Chapter 4
. PowerPoint Presentation by Charlie Cook
The University of West Alabama

2. 1. Discuss the nature of job analysis, including what it is and
how it’s used.
2. Use at least three methods of collecting job analysis
information, including interviews, questionnaires, and
observation.
3. Write job descriptions, including summaries and job
functions, using the Internet and traditional methods.
4. Write job specifications using the Internet as well as your
judgment.
5. Explain job analysis in a “jobless” world, including what it
means and how it’s done in practice.
. 4–2

3.  Information Sources  Interview Formats
 Individual employees  Structured (Checklist)
 Groups of employees  Unstructured
 Supervisors with knowledge
of the job
 Advantages
 Quick, direct way to find
overlooked information
 Disadvantages
 Distorted information
. 4–3

4.  Information Source  Advantages
 Have employees fill out  Quick and efficient way to
questionnaires to describe gather information from
their job-related duties and large numbers of employees
responsibilities  Disadvantages
 Questionnaire Formats  Expense and time consumed
 Structured checklists in preparing and testing the
 Open-ended questions questionnaire
.
4–4

5.  Information Source  Advantages
 Observing and noting the  Provides first-hand
physical activities of information
employees as they go about  Reduces distortion of
their jobs information
 Disadvantages
 Time consuming
 Difficulty in capturing entire
job cycle
 Of little use if job involves a
high level of mental activity
.
4–5

6.  Information Source  Advantages
 Workers keep a  Produces a more complete
chronological diary/ log of picture of the job
what they do and the time  Employee participation
spent on each activity
 Disadvantages
 Distortion of information
 Depends upon employees to
accurately recall their
activities
mushfiq.mukit@gmail.com
. 4–6

7. Quantitative Job
Analysis
Department of
Position Analysis Functional Job
Labor (DOL)
Questionnaire Analysis
Procedure
mukit.3star@gmail.com
4–7

8. Job
Identification
Job Job
Specifications Summary
Sections of a
Typical Job
Working Description Responsibilities
Conditions and Duties
Standards of Authority of the
Performance Incumbent
mukit.3star@gmail.com
4–8

9. “What traits and
experience are required
to do this job well?”
Specifications for Specifications
Specifications
Trained Versus Based on
Based on
Untrained Statistical
Judgment
Personnel Analysis
. 4–9

10. Job Design:
Specialization and
Efficiency?
Job Job Job
Enlargement Rotation Enrichment
. 4–10

11. Dejobbing the
Organization
Using Self- Reengineering
Flattening the
Managed Work Business
Organization
Teams Processes
mushfiq.mukit@gmail.com 4–11

12. job analysis Standard Occupational
job description Classification (SOC)
job specifications job enlargement
organization chart job rotation
process chart job enrichment
diary/log dejobbing
position analysis questionnaire boundaryless organization
(PAQ) reengineering
U.S. Department of Labor (DOL) job competencies
analysis procedure competency-based job analysis
functional job analysis performance management
mukit.3star@gmail.com 4–12