1. JOB ANALYSIS

2. = JOB ANALYSIS Job Descriptions (work to be done) + Job Specifications
(necessary personal characteristics)
_______________________________________________________
= JOB ANALYSIS

3. The Nature of Job Analysis
A systematic way to gather and analyze information about the content, context, and the human requirements of jobs.
Work activities and behaviors
Interactions with others
Performance standards
Financial and budgeting impact
Machines and equipment used
Working conditions
Supervision given and received
Knowledge, skills, and abilities needed

4. Job Analysis in Perspective
Figure 6–5

5. Task-Based Job Analysis
A distinct, identifiable work activity composed of motions
Duty
A larger work segment composed of several tasks that are performed by an individual
Responsibilities
Obligations to perform certain tasks and duties

6. Typical Division of HR Responsibilities: Job Analysis
Figure 6–6

7. Stages in the Job Analysis Process
Figure 6–7

8. Specialized Job Analysis Methods Computerized Job Analysis
Questionnaires
Observation
Work Sampling
Diary/Log
Interviewing
Specialized Job Analysis Methods
PAQ
MPDQ
Computerized Job Analysis

9. Job Analysis Functional Job Analysis (FJA)
Goals of the organization
What workers do to achieve goals
Level and orientation of what workers do
Performance standards
Training content
Dictionary of Occupational Titles
Data, people, and things
O*Net Online
Online information from DOL job research

10. Typical Areas Covered in a Job Analysis Questionnaire
Figure 6–8

11. Behavioral Aspects of Job Analysis
Employee Anxieties
Job Inflation
Managerial Straitjacket
Current Incumbent Emphasis
Behavioral Aspects of Job Analysis

12. Determining Essential and Marginal Job Functions
Source:
Figure 6–9

13. Job Analysis and Wage/Hour Regulations
Fair Labor Standards Act
To qualify for an exemption from the overtime provisions of the act:
Exempt employees can spend no more than 20% of their time on manual, routine, or clerical duties.
Exempt employees must spend at least 50% of their time performing their primary duties as executive, administrative, or professional employees.

14. Sample Job Duty Statements and Performance Standards
Figure 6–10

15. Job Descriptions and Job Specifications
Identification of the tasks, duties, and responsibilities of a job
Performance Standards
Indicator of what the job accomplishes and how performance is measured in key areas of the job description.
Job Specification
The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.

16. Job Analysis Information
Job Description is a list of tasks, duties, and responsibilities (TDRs)
Job Specification is a list of knowledge, skills, abilities, and other characteristics (KSAOs)
1. A job description is a list of the tasks, duties, and responsibili­ties (TDRs) that the job entails.
2. A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job.

17. Job Analysis: A Basic Human Resource Management Tool
Staffing
Training and Development
Performance Appraisal
Compensation
Safety and Health
Employee and Labor Relations
Legal Considerations
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
Knowledge
Skills
Abilities

19. Sample Job Description
Job Title: Maintenance Mechanic
General Description of Job: General maintenance and repair of all equipment used in the operations of a particular district. Includes the servicing of company used vehicles, shop equipment, and machinery used on job sites.
1. Essential duty (40%) Maintenance of Equipment
2. Essential duty (40%) Repair of Equipment
3. Essential duty (10%) Testing and Approval
4. Essential duty (10%) Maintain Stock
Nonessential functions: Other duties assigned
This slide presents a sample job description.

20. Job Dimensions and Job Tasks of a University Professor
Teaching
prepares and
presents lecture
material in
class
Research
prepares research
reports for
publication in
journals
Advising
gives career
counseling advice
to students
Service
serves on
departmental
committees as
needed
This slide presents the job dimensions and job tasks of a university professor which include teaching, research, service, consulting, and advising.
Consulting
performs
work for
external
organizations

21. Sample Job Description and Specifications
Figure 6–11a

22. Sample Job Description and Specifications
Figure 6–11b

23. Sample Job Description and Specifications
Figure 6–11c

24. Job Description Components
Identification
Job title
Reporting relationships
Department
Location
Date of analysis
General Summary
Describes the job’s distinguishing responsibilities and components
Essential Functions and Duties
Lists major tasks, duties and responsibilities
Job Specifications
Knowledge, skills, and abilities
Education and experience
Physical requirements
Disclaimer
Of implied contract
Signature of approvals

25. Competency Approach to Job Analysis
Competencies
Basic characteristics that can be linked to enhanced performance by individuals or teams.
Reasons for using the competency approach
To communicate value behaviors throughout the organization.
To raise the competency levels of the organization.
To emphasize the capabilities of people to enhance organizational competitive advantage.

26. Competency Analysis Methodology
Identify future performance results areas critical to the organization.
Assemble panel groups familiar with the company.
Interview panel members to get examples of job behaviors.
Develop detailed descriptions of competencies.
Rate competencies and levels need to meet them.
Standards of performance are identified and tied to jobs.

27. Definitions
Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization
Job - Consists of group of tasks that must be performed for organization to achieve its goals
Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in organization

28. Definitions (Cont.)
A work group consisting of a supervisor, two senior clerks, and four word processing operators has 3 jobs and 7 positions.

29. Questions Job Analysis Should Answer
What physical and mental tasks does worker accomplish?
When is job to be completed?
Where is job to be accomplished?
How does worker do job?
Why is job done?
What qualifications are needed to perform job?

30. Job Analysis: A Basic Human Resource Management Tool
Staffing
Training and Development
Performance Appraisal
Compensation
Safety and Health
Employee and Labor Relations
Legal Considerations
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
Knowledge
Skills
Abilities