job analysis

1. PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook
The University of West AlabamaThe University of West Alabama
1
Human ResourceHuman Resource
ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Job AnalysisJob Analysis
Chapter 4Chapter 4
Part 2 | Recruitment and PlacementPart 2 | Recruitment and Placement

2. 4–2
After studying this chapter, you should be able to:
• Discuss theDiscuss the nature of job analysisnature of job analysis, including, including
what it is and how it’s usedwhat it is and how it’s used
• Use at least threeUse at least three methods of collecting jobmethods of collecting job
analysisanalysis informationinformation
• Write job descriptionsWrite job descriptions
• Write job specificationsWrite job specifications
• ExplainExplain job analysis in a “jobless” worldjob analysis in a “jobless” world,,
including what it means and how it’s done inincluding what it means and how it’s done in
practicepractice

3. 4–3
Job Analysis – What is it and how is it used?Job Analysis – What is it and how is it used?
The procedure for determining the duties and skillThe procedure for determining the duties and skill
requirements of a job and the kind of person who should berequirements of a job and the kind of person who should be
hired for it.hired for it.
Jobs: Analyze, Describe and ProvideJobs: Analyze, Describe and Provide
SpecificationsSpecifications
Job description – A list of a job’s duties, responsibilities,– A list of a job’s duties, responsibilities,
reporting relationships, working conditions, and supervisoryreporting relationships, working conditions, and supervisory
responsibilities – one product of a job analysis.responsibilities – one product of a job analysis.
Job specification – A list of a job’s “human requirements”: theA list of a job’s “human requirements”: the
requisite education, skills, knowledge, and so on – anotherrequisite education, skills, knowledge, and so on – another
product of a job analysis.product of a job analysis.

4. 4–4
Types of Information CollectedTypes of Information Collected
Work
activities
Human
behaviors
Human
requirements
Job
context
Machines, tools,
equipment, and
work aids
Performance
standards
Information
Collected Via
Job Analysis

5. 4–5
Uses of Job Analysis Information

6. 4–6
Steps in Job AnalysisSteps in Job Analysis
1
2
3
4
5
Steps in doing a job analysis:
Review relevant background information.
Determine what data will be collected and
how it should be collected.
Select representative positions.
Actually analyze the job.
Verify the job analysis information.
6 Develop a job description and job specification.

7. 4–7
Methods of Collecting Job AnalysisMethods of Collecting Job Analysis
Information: The InterviewInformation: The Interview
• Information SourcesInformation Sources
 Individual employeesIndividual employees
 Groups of employeesGroups of employees
 Supervisors withSupervisors with
knowledge of the jobknowledge of the job
• AdvantagesAdvantages
 Quick, direct way to findQuick, direct way to find
overlooked informationoverlooked information
• DisadvantagesDisadvantages
 Distorted informationDistorted information
• Interview FormatsInterview Formats
 Structured (Checklist)Structured (Checklist)
 UnstructuredUnstructured

8. 4–8
Methods of Collecting Job AnalysisMethods of Collecting Job Analysis
Information: QuestionnairesInformation: Questionnaires
• Information SourceInformation Source
 Have employees fill outHave employees fill out
questionnaires to describequestionnaires to describe
their job-related duties andtheir job-related duties and
responsibilitiesresponsibilities
• Questionnaire FormatsQuestionnaire Formats
 Structured checklistsStructured checklists
 Open-ended questionsOpen-ended questions
• AdvantagesAdvantages
 Quick and efficient way toQuick and efficient way to
gather information fromgather information from
large numbers oflarge numbers of
employeesemployees
• DisadvantagesDisadvantages
 Expense and timeExpense and time
consumed in preparingconsumed in preparing
and testing theand testing the
questionnairequestionnaire

9. 4–9
Methods of Collecting Job AnalysisMethods of Collecting Job Analysis
Information: ObservationInformation: Observation
• Information SourceInformation Source
 Observing and noting theObserving and noting the
physical activities ofphysical activities of
employees as they goemployees as they go
about their jobsabout their jobs
• AdvantagesAdvantages
 Provides first-handProvides first-hand
informationinformation
 Reduces distortion ofReduces distortion of
informationinformation
• DisadvantagesDisadvantages
 Time consumingTime consuming
 Difficulty in capturingDifficulty in capturing
entire job cycleentire job cycle
 Of little use if job involvesOf little use if job involves
a high level of mentala high level of mental
activityactivity

10. 4–10
Methods of Collecting Job AnalysisMethods of Collecting Job Analysis
Information: Participant Diary/LogsInformation: Participant Diary/Logs
• Information SourceInformation Source
 Workers keep aWorkers keep a
chronological diary/ log ofchronological diary/ log of
what they do and the timewhat they do and the time
spent on each activityspent on each activity
• AdvantagesAdvantages
 Produces a more completeProduces a more complete
picture of the jobpicture of the job
 Employee participationEmployee participation
• DisadvantagesDisadvantages
 Distortion of informationDistortion of information
 Depends upon employeesDepends upon employees
to accurately recall theirto accurately recall their
activitiesactivities

11. 4–11
Quantitative Job Analysis TechniquesQuantitative Job Analysis Techniques
Position Analysis
Questionnaire
Internet based
Job Analysis
Quantitative Job
Analysis
Department of
Labor (DOL)
Procedure

12. 4–12
Writing Job DescriptionsWriting 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

13. 4–13
The Job DescriptionThe Job Description
• Job IdentificationJob Identification
 Job titleJob title
 FLSA status sectionFLSA status section
 LocationLocation
• Job SummaryJob Summary
 General nature of the jobGeneral nature of the job
 Major functions/activitiesMajor functions/activities
• RelationshipsRelationships
 Reports to:Reports to:
 Supervises:Supervises:
 Works with:Works with:
 Outside the company:Outside the company:
• Responsibilities andResponsibilities and
DutiesDuties
 Major responsibilities andMajor responsibilities and
duties (essential functions)duties (essential functions)
 Decision-making authorityDecision-making authority
 Direct supervisionDirect supervision
 Budgetary limitationsBudgetary limitations
• Standards ofStandards of
Performance andPerformance and
Working ConditionsWorking Conditions
 What it takes to do the jobWhat it takes to do the job
successfullysuccessfully
 Amount of mental orAmount of mental or
physical efforts

14. 4–14
Writing Job SpecificationsWriting 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

15. 4–15
Job Related BehaviorsJob Related Behaviors
• IndustriousnessIndustriousness
• ThoroughnessThoroughness
• Schedule flexibilitySchedule flexibility
• AttendanceAttendance
• Off-task behaviorOff-task behavior
• UnrulinessUnruliness
• TheftTheft
• Drug misuseDrug misuse

16. 4–16
Writing Job Specifications (cont’d)Writing Job Specifications (cont’d)
• Steps in the Statistical ApproachSteps in the Statistical Approach
 Analyze the job and decide how to measure jobAnalyze the job and decide how to measure job
performance.performance.
 Select personal traits that you believe shouldSelect personal traits that you believe should
predict successful performance.predict successful performance.
 Test candidates for these traits.Test candidates for these traits.
 Measure the candidates’ subsequent jobMeasure the candidates’ subsequent job
performance.performance.
 Statistically analyze the relationship between theStatistically analyze the relationship between the
human traits and job performance.human traits and job performance.

17. 4–17
Specialized to Enlarged JobsSpecialized to Enlarged Jobs
• JobJob EnlargementEnlargement = same-level= same-level
activitiesactivities
• JobJob RotationRotation = moving from one job to= moving from one job to
anotheranother
• Job EnrichmentJob Enrichment = redesigning to= redesigning to
experience more responsibility,experience more responsibility,
achievement, growth and recognitionachievement, growth and recognition