The document discusses job analysis and design. It defines key terms like job, job requirements, and job description. It describes how job analysis is conducted through methods like interviews, questionnaires, and observation. Job analysis provides the basis for developing job descriptions that outline essential functions, skills, and specifications. The document also discusses approaches to job design like job enrichment and characteristics to improve employee motivation and satisfaction.

1. Copyright © 2004 South-Western. All rights reserved.

6. Relationship of Job Requirements to Other HRM Functions Copyright © 2004 South-Western. All rights reserved. 3– Job Requirements Recruitment Selection Performance Appraisal Training and Development Compensation Management Determine recruitment qualifications Provide job duties and job specifications for selection process Provide performance criteria for evaluating employees Determine training needs and develop instructional programs Provide basis for determining employee’s rate of pay Presentation Slide 3 –1

8. The Process of Job Analysis Copyright © 2004 South-Western. All rights reserved. 3– Figure 3.1

15. Popular Approaches to Job Analysis Copyright © 2004 South-Western. All rights reserved. 3– Functional Job Analysis Position Analysis Questionnaire Critical Incident Method HRIS and Job Analysis

17. Difficulty Levels of Worker Functions Copyright © 2004 South-Western. All rights reserved. 3– Figure 3. 2 DATA (4TH DIGIT) PEOPLE (5TH DIGIT) THINGS (6TH DIGIT) 0 Synthesizing 0 Mentoring 0 Setting up 1 Coordinating 1 Negotiating 1 Precision working 2 Analyzing 2 Instructing 2 Operating-controlling 3 Compiling 3 Supervising 3 Driving-operating* 4 Computing 4 Diverting 4 Manipulating 5 Copying 5 Persuading 5 Tending 6 Comparing 6 Speaking-signaling* 6 Feeding-offbearing* 7 Serving 7 Handling 8 Taking instructions—helping* *Hyphenated factors are single factors. Source: U.S. Department of Labor, Employment and Training Administration, Revised Handbook for Analyzing Jobs (Washington, DC: U.S. Government Printing Office, 1991), 5. Less More

19. A Sample Page from the PAQ Copyright © 2004 South-Western. All rights reserved. 3– Figure 3.3 Source: Position Analysis Questionnaire, copyright 1969, 1989 by Purdue Research Foundation, West Lafayette, Ind. 47907. Reprinted with permission.

20. Preparing the Job Description Copyright © 2004 South-Western. All rights reserved. 3– Presentation Slide 3 –4 Job Analyst Interview Questionnaire Interview Questionnaire Observation Supervisor Employees Combine and reconcile data Tentative draft Final Draft Securing consensus

29. Basis for Job Design Copyright © 2004 South-Western. All rights reserved. 3– Figure 3.4

41. The Dynamics of Employee Involvement Groups Copyright © 2004 South-Western. All rights reserved. 3– Figure 3.6 Source: Adapted from materials prepared by The Family and Relationship Center, 7946 Ivanhoe Avenue, La Jolla, CA 92037.

46. How To Develop Team Synergy Copyright © 2004 South-Western. All rights reserved. 3– SYNERGY Presentation Slide 3 –8 Focus on Quality Acceptance of Member Skills Consensus Decision Making Disagree Constructively Listen and Clarify Support