1. Job Analysis Chapter 4 Part 2 | Recruitment and Placement
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2. After studying this chapter, you should be able to:
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.
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3. Methods of Collecting Job Analysis Information: The Interview
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
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4. Quantitative Job Analysis Techniques
Position Analysis Questionnaire
Functional Job Analysis
Quantitative Job Analysis
Department of Labor (DOL) Procedure
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5. Methods of Collecting Job Analysis Information: Questionnaires
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
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6. Methods of Collecting Job Analysis Information: Observation
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
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7. Methods of Collecting Job Analysis Information: Participant Diary/Logs
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
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8. Job Analysis in a “Jobless” World (cont’d)
Flattening the Organization
Reengineering Business Processes
Dejobbing the Organization
Using Self-Managed Work Teams
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9. Writing Job Descriptions
Job Identification
Job Summary
Responsibilities and Duties
Authority of the Incumbent
Standards of Performance
Working Conditions
Job Specifications
Sections of a Typical Job Description
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10. Writing Job Specifications
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
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11. Job Analysis in a “Jobless” World
Job Enlargement
Job Enrichment
Job Design: Specialization and Efficiency?
Job Rotation
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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
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