1. Job Analysis In HR Selection

2. Chapter Objectives Explore the techniques of job analysis
Describe the types of information required for job analysis.
Describe the various job analysis methods.
Describe the components of a well-designed job description.

3. Job Analysis Techniques
Work-oriented
Deals with a description of the various
tasks performed on a job
Worker-oriented
Examines broad human behaviors involved
in work activities
Work-oriented
For example, Records customer complaints
Worker-oriented
Focus on items such as mental, physical activities

4. Job Analysis Techniques
Unstructured Interviews
Free flowing and establishes the relationship,
Ask well structured questions and ensures
information collect is understood
Structured Interviews
Charting a job holder’s sequence of activities
Use of inventory or questionnaire

5. Job Analysis Methods Interviews Task Analysis
Position Analysis Questionnaire
Functional Job Analysis
Job Element
On-line Forms

6. Job Analysis Interviews
Job Analysis Methods
Job Analysis Interviews
Group interviews with incumbents or managers – sufficient numbers
Build rapport with the interviewee
State purpose and structure of the interview
Avoid leading questions and conduct interview in plain, easily understood language
Summarize information obtained in the interview
Remain natural doing the interview
Verify the job analysis data with Human Resources
Interview
Has limitations and has limited possibilities to cover a large number of respondents

7. Job Analysis Methods Task Analysis
Used to define the most important task
Tasks are rated by determining the frequency of the task performed by incumbents
Tasks analysis will contain background information of respondents
List of the job task with the associated rating scales
Participants are usually incumbents but may involve supervisors
Most (75% or more) must perform the task
Task Analysis
Composed of a list of task (100 or more is not unusual) for which participants make some form of judgment. Usually these judgments are given a rating by determining the frequency of the task performed.

8. Job Analysis Methods Position Analysis
Off-the-shelve prefabricated questionnaire
Focus on general work behaviors on how the job is done
Developed into six sections:
Information input-where how workers obtain information
Mental processes-reasoning, decision making, planning activities
Work output- physical activities and tools used by worker
Relationships with people- relationships required
Job context-physical and social context on how work is performed
Other job characteristics-activities, conditions not already described
Process: Select agents to analyze the job, select person to participate, analyze the jobs selected and analyze the data
Position Analysis
One of the leading off-the-shelf prefabricated analysis's. Worker-oriented and describes how a job is done
Prefabricated- usually a generic measure developed for use in a variety of jobs.

9. Functional Job Analysis
Job Analysis Methods
Functional Job Analysis
Focuses on what a worker does and
How task are preformed – results of the behavior
Job analyst may observe or interview individual workers
Job analyst interview subject matter experts to determine the job task and make judgments

10. Job Analysis Methods Job Element Analysis
Identifies the characteristics of a superior worker on the job
Elements consist of:
a knowledge,
a skill, an ability,
a willingness,
an interest and
a personal characteristics
Identify the characteristics that should be assessed by selection measures
Job Element
Design to identify the characteristics of a superior worker on the job.

11. Job Analysis Methods Online-Forms www.job-analysis.net
Ability to create position description questionnaire
General information
Primary Functions
Scope/Impact
Supervision Given
Requirements
Equipment used
Environment
Duties
Task Statements

12. Job Description
Job Identification – job title, department, reporting relationship, and job number or code
Job Analysis Date – aids in identifying job changes that would make description obsolete
Job Summary – concise overview of job
Duties Performed – major duties
Qualifications – experience needed