Dessler 04

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Dessler 04

  1. 1. Job Analysis Chapter 4 Part 2 | Recruitment and Placement
  2. 2. After studying this chapter, you should be able to: <ul><li>Discuss the nature of job analysis, including what it is and how it’s used. </li></ul><ul><li>Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. </li></ul><ul><li>Write job descriptions, including summaries and job functions, using the Internet and traditional methods. </li></ul><ul><li>Write job specifications using the Internet as well as your judgment. </li></ul><ul><li>Explain job analysis in a “jobless” world, including what it means and how it’s done in practice. </li></ul>
  3. 3. Methods of Collecting Job Analysis Information: The Interview <ul><li>Information Sources </li></ul><ul><ul><li>Individual employees </li></ul></ul><ul><ul><li>Groups of employees </li></ul></ul><ul><ul><li>Supervisors with knowledge of the job </li></ul></ul><ul><li>Advantages </li></ul><ul><ul><li>Quick, direct way to find overlooked information </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Distorted information </li></ul></ul><ul><li>Interview Formats </li></ul><ul><ul><li>Structured (Checklist) </li></ul></ul><ul><ul><li>Unstructured </li></ul></ul>
  4. 4. Methods of Collecting Job Analysis Information: Questionnaires <ul><li>Information Source </li></ul><ul><ul><li>Have employees fill out questionnaires to describe their job-related duties and responsibilities </li></ul></ul><ul><li>Questionnaire Formats </li></ul><ul><ul><li>Structured checklists </li></ul></ul><ul><ul><li>Open-ended questions </li></ul></ul><ul><li>Advantages </li></ul><ul><ul><li>Quick and efficient way to gather information from large numbers of employees </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Expense and time consumed in preparing and testing the questionnaire </li></ul></ul>
  5. 5. Methods of Collecting Job Analysis Information: Observation <ul><li>Information Source </li></ul><ul><ul><li>Observing and noting the physical activities of employees as they go about their jobs </li></ul></ul><ul><li>Advantages </li></ul><ul><ul><li>Provides first-hand information </li></ul></ul><ul><ul><li>Reduces distortion of information </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Time consuming </li></ul></ul><ul><ul><li>Difficulty in capturing entire job cycle </li></ul></ul><ul><ul><li>Of little use if job involves a high level of mental activity </li></ul></ul>
  6. 6. Methods of Collecting Job Analysis Information: Participant Diary/Logs <ul><li>Information Source </li></ul><ul><ul><li>Workers keep a chronological diary/ log of what they do and the time spent on each activity </li></ul></ul><ul><li>Advantages </li></ul><ul><ul><li>Produces a more complete picture of the job </li></ul></ul><ul><ul><li>Employee participation </li></ul></ul><ul><li>Disadvantages </li></ul><ul><ul><li>Distortion of information </li></ul></ul><ul><ul><li>Depends upon employees to accurately recall their activities </li></ul></ul>
  7. 7. Quantitative Job Analysis Techniques Position Analysis Questionnaire Functional Job Analysis Quantitative Job Analysis Department of Labor (DOL) Procedure
  8. 8. 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
  9. 9. 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
  10. 10. Job Analysis in a “Jobless” World Job Enlargement Job Enrichment Job Design: Specialization and Efficiency? Job Rotation
  11. 11. Job Analysis in a “Jobless” World (cont’d) Flattening the Organization Reengineering Business Processes Dejobbing the Organization Using Self-Managed Work Teams
  12. 12. K E Y T E R M S <ul><li>job analysis </li></ul><ul><li>job description </li></ul><ul><li>job specifications </li></ul><ul><li>organization chart </li></ul><ul><li>process chart </li></ul><ul><li>diary/log </li></ul><ul><li>position analysis questionnaire (PAQ) </li></ul><ul><li>U.S. Department of Labor (DOL) job analysis procedure </li></ul><ul><li>functional job analysis </li></ul><ul><li>Standard Occupational Classification (SOC) </li></ul><ul><li>job enlargement </li></ul><ul><li>job rotation </li></ul><ul><li>job enrichment </li></ul><ul><li>dejobbing </li></ul><ul><li>boundaryless organization </li></ul><ul><li>reengineering </li></ul><ul><li>competencies </li></ul><ul><li>competency-based job analysis </li></ul><ul><li>performance management </li></ul>

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