Chapt. 6 – Job Analysis Job analysis – the identification and description of what is happening on the job Why is it Important? – Essential to sound compensation system – Establishes the – validity of pay practices – Used in various HR-related activities

Preliminary Considerations: Do you have senior management support? Do you or will you have cooperation of the employees?

Four Planning Steps 1. Determine the organizational use of job content and other data: Employment Training Organizational Design Compensation Performance Appraisal

– Safety & Health – Affirmative Action Planning – Hiring the Disabled

2. Learn about the structure, operations, and jobs in the organization How? Organization Chart (example – p. 136) Process Chart (example – p. 137) Procedures Manual

3. Identify and select methods for collecting job content data Choices: Interview Questionnaire Observation Diary/Log Combination

4. Schedule the necessary and logical work steps – Time & Cost Schedule

Collecting & Describing Job Data Terminology – p Using the Internet Developing data collection instrument Collecting job activity data Editing job activity data Collecting job specification data