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.

1. JOB ANALYSIS
1–1
Mohammad Ali Jaafar
PhD. Systems Management
Reference Book:
Gary Dessler, Human Resource Management,
Eleventh Edition
Mohammad Ali Jaafar, PhD Systems Mgmt.
Chapter 4 Part 2 | Recruitment and Placement

2. Mohammad Ali Jaafar, PhD Systems Mgmt. 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. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–3
• 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
Methods of Collecting Job Analysis Information: The Interview

4. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–4
• 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
Methods of Collecting Job Analysis Information: Questionnaires

5. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–5
• 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
Methods of Collecting Job Analysis Information: Observation

6. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–6
• 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
Methods of Collecting Job Analysis Information: Participant Diary/Logs

7. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–7
Position Analysis
Questionnaire
Functional Job
Analysis
Quantitative Job
Analysis
Department of
Labor (DOL)
Procedure
Quantitative Job Analysis Techniques

8. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–8
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 Descriptions

9. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–9
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
Writing Job Specifications

10. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–10
Job
Enlargement
Job
Enrichment
Job Design:
Specialization and
Efficiency?
Job
Rotation
Job Analysis in a “Jobless” World

11. Mohammad Ali Jaafar, PhD Systems Mgmt. 4–11
Flattening the
Organization
Reengineering
Business
Processes
Dejobbing the
Organization
Using Self-
Managed Work
Teams
Job Analysis in a “Jobless” World (cont’d)

12. Mohammad Ali Jaafar, PhD Systems Mgmt. 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

13. GARY DESSLER BOOK,
HUMAN RESOURCE MANAGEMENT, ELEVENTH EDITION
Mohammad Ali Jaafar, PhD Systems Mgmt. 1–13
REFERNCES