1. Chapter 4
Job Analysis
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.

2. The Basics of Job Analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
Job Description
Job Specification
A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities one product of a job analysis.
A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on another product of a job analysis.

3. The Basics of Job Analysis
(Data Collection Process)
Job Description
Job Specification

4. The Basics of Job Analysis
Types of Information Collected
Work activities
Performance standards
Human behaviors
Job context
Machines, tools, equipment, and work aids
Human requirements

5. The Basics of Job Analysis
Uses of Job Analysis Information
Recruitment and Selection
Training
Compensation
Discovering Unassigned Duties
Performance Appraisal
EEO Compliance

6. The Basics of Job Analysis
Steps in Job Analysis
Step 1
Decide how you’ll use the information.
Step 2
Review relevant background information.
Step 3
Select representative positions.
Step 4
Actually analyze the job.
Step 5
Verify the job analysis information.
Step 6
Develop a job description and job specification.

7. The Basics of Job Analysis
Steps in Job Analysis
Identify purpose
Assign who is responsible for the process
Identify positions to be analyzed
Analyze the jobs
Identify data to be collected
Identify data collection sources
Identify data collection tools / methods
Develop JD & JS
Test JD & JS
Acquire top management approval

8. The Basics of Job Analysis
Methods for Collecting Job Analysis Information
The interview
Questionnaires
Observation
Participants diary / log
Quantitative job analysis methods

9. The Basics of Job Analysis
Quantitative job analysis methods
Position analysis questionnaire
A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
194 Elements grouped into different dimensions

10. The Basics of Job Analysis
Quantitative job analysis methods
U S department of labor JA procedure
A standardized method by which different jobs can be quantitatively rated, classified, and compared.
Activity: Data People Things

11. The Basics of Job Analysis
Quantitative job analysis methods
Functional JA
A Takes into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks.

12. The Basics of Job Analysis
Methods for Collecting Job Analysis Information
Internet based job analysis
Use multiple sources to collect the data

13. Writing Job Descriptions
A written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are.
Job identification
Job summary
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions

14. Writing Job Specifications
Focus on traits like length of previous service, quality of relevant training, and previous job performance.
Specifications for trained personnel
Specifications for untrained personnel
Focus on traits like length of previous service, quality of relevant training, and previous job performance.
Focus on physical traits, personality, interests, or sensory skills that imply some potential for performing or for being trained to do the job.
Specifications Based on Judgment
Specifications Based on Statistical Analysis

15. Job Analysis in A jobless World
A set of closely related activities carried out for pay.
Job Enlargement
Assigning workers additional same level activities, thus increasing the number of activities they perform.
Job Enrichment
Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.
Job Rotation
Moving a trainee from department to department to broaden his or her experience and identify strong and weak points to prepare the person for an enhanced role with the company
Systematically moving workers from one job to another to enhance work team performance.

16. Job Analysis in A jobless World
Dejobbing
Broadening the responsibilities of the company’s jobs, and encouraging employee initiative (not to limit themselves to what’s on their job descriptions)
Flatter organizations
Self managing work teams
Reengineering

17. Job Analysis in A jobless World
Competency Based Job Analysis
Describing a job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) an employee must exhibit to do a job well
Competencies
Demonstrable characteristics of a person that enable performance of a job.
Performance management
Basing employees training, appraisal, and rewards on fostering and rewarding the skills and competencies he or she needs to achieve his or her goals
Managing all elements of the organizational process that affect how well employees perform.

18. Job Analysis in A jobless World
An Example BP’s Matrix