The presentation discusses job analysis and methods for conducting it. It covers interviewing employees, using questionnaires, and observing workers to understand their job duties and responsibilities. The goal of job analysis is to write accurate job descriptions and specifications. It also examines job analysis in changing work environments, like those with more team-based work, and discusses techniques like job enlargement, rotation, and enrichment to adapt jobs. The presentation provides an overview of traditional and newer quantitative job analysis methods and how to write effective job descriptions and specifications.

1. PowerPoint Presentation by Charlie Cook
The University of West Alabama
1
Human Resource
Management
ELEVENTH EDITION
G A R Y D E S S L E R
© 2008 Prentice Hall, Inc.
All rights reserved.
Job Analysis
Chapter 4
Part 2 | Recruitment and Placement

2. © 2008 Prentice Hall, Inc. All rights reserved. 4–2
After studying this chapter, you should be able to:
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.

3. © 2008 Prentice Hall, Inc. All rights reserved. 4–3
Methods of Collecting Job Analysis
Information: The Interview
• Information Sources
 Individual employees
 Groups of employees
 Supervisors with
knowledge of the job
• Advantages
 Quick, direct way to find
overlooked information
• Disadvantages
 Distorted information
• Interview Formats
 Structured (Checklist)
 Unstructured

4. © 2008 Prentice Hall, Inc. All rights reserved. 4–4
Methods of Collecting Job Analysis
Information: Questionnaires
• Information Source
 Have employees fill out
questionnaires to describe
their job-related duties and
responsibilities
• Questionnaire Formats
 Structured checklists
 Open-ended questions
• Advantages
 Quick and efficient way to
gather information from
large numbers of
employees
• Disadvantages
 Expense and time
consumed in preparing
and testing the
questionnaire

5. © 2008 Prentice Hall, Inc. All rights reserved. 4–5
Methods of Collecting Job Analysis
Information: Observation
• Information Source
 Observing and noting the
physical activities of
employees as they go
about their jobs
• Advantages
 Provides first-hand
information
 Reduces distortion of
information
• Disadvantages
 Time consuming
 Difficulty in capturing entire
job cycle
 Of little use if job involves
a high level of mental
activity

6. © 2008 Prentice Hall, Inc. All rights reserved. 4–6
Methods of Collecting Job Analysis
Information: Participant Diary/Logs
• Information Source
 Workers keep a
chronological diary/ log of
what they do and the time
spent on each activity
• Advantages
 Produces a more complete
picture of the job
 Employee participation
• Disadvantages
 Distortion of information
 Depends upon employees
to accurately recall their
activities

7. © 2008 Prentice Hall, Inc. All rights reserved. 4–7
Quantitative Job Analysis Techniques
Position Analysis
Questionnaire
Functional Job
Analysis
Quantitative Job
Analysis
Department of
Labor (DOL)
Procedure

8. © 2008 Prentice Hall, Inc. All rights reserved. 4–8
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. © 2008 Prentice Hall, Inc. All rights reserved. 4–9
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. © 2008 Prentice Hall, Inc. All rights reserved. 4–10
Job Analysis in a “Jobless” World
Job
Enlargement
Job
Enrichment
Job Design:
Specialization and
Efficiency?
Job
Rotation

11. © 2008 Prentice Hall, Inc. All rights reserved. 4–11
Job Analysis in a “Jobless” World (cont’d)
Flattening the
Organization
Reengineering
Business
Processes
Dejobbing the
Organization
Using Self-
Managed Work
Teams

12. © 2008 Prentice Hall, Inc. All rights reserved. 4–12
K E Y T E R M S
job analysis
job description
job specifications
organization chart
process chart
diary/log
position analysis questionnaire
(PAQ)
U.S. Department of Labor (DOL)
job analysis procedure
functional job analysis
Standard Occupational
Classification (SOC)
job enlargement
job rotation
job enrichment
dejobbing
boundaryless organization
reengineering
competencies
competency-based job analysis
performance management