Job Analysis “The foundation for HRM Systems and Programs”

Job Analysis Creates Data for: Job Description –List of what job entails Job Specifications –What kind of people (bundle of skills, knowledge and abilities) should be hired for the job.

Acquisition of Data Interviews Questionnaires Observation Diary/logs Quantitative Video

Department of Labor Job Analysis Procedure Job Analysis Procedure –Handling Data –Working with People –Working with Things Standard Occupational Classification –Good starting point if responsible for developing job descriptions

Working in a “Jobless” World Job –“A set of closely related activities carried out for pay” Dejobbing –Starting point - Job rotation, job enrichment, job enlargement –Now – job no longer well defined or tasks clearly delineated Flat organizations Work teams Boundaryless Reengineered

Competency- Based Job Analysis Demonstrable characteristics needed to perform in new environments –Observable –Measurable “What” is accomplished not “how” it was accomplished

Why used Help eliminate the “That ain’t my job man” mentality Move to strategic thinking Focus on performance (outcomes) not inputs Some competencies: –General skills (reading, writing, math) –Leadership (creating followers, teaching others, thinking strategically) –Technical (specific to context and profession)