1. Chapter 4
Job Analysis

2. Learning Objectives After discussing Chapter 4, students should be able to:
Explain the importance of job analysis, the uses of job analysis, and the relationship of job analysis to internal alignment.
Discuss the key difference(s) between job-based, skill-based and competency-based pay structures.
Identify and describe the key components of the job-based approach to the job analysis process.
Discuss the difference(s) between the quantitative and conventional methods to collect job analysis information.
Describe the key criteria to judge job analysis.

3. Exhibit 4.1: Many Ways to Create Internal Structure

4. What Is Job Analysis?
The systematic process of collecting information that identifies similarities and differences in the work.

5. Exhibit 4.3: Determining the Internal Job Structure
Internal relationships in organization
Job analysis
Job descriptions
Job evaluation
Job structure
Collecting information about the nature of specific jobs
Summary reports that identify, define, and describe the job as it is actually performed
Comparison of jobs within an organization
An ordering of jobs based on their content or relative value
Some Major Issues in Job Analysis
Why collect information?
What information is needed?
How to collect the information?
Who should be involved?
How useful are the results?

6. Why Perform Job Analysis?
Potential uses for job analysis exist for every major human resource function
An internal structure provides a work-related rationale for pay differences
Uses of job analysis in compensation
Establishes similarities and differences in work content of jobs
Helps establish an internally fair and aligned job structure
Job analysis is the process of collecting information about jobs. Job analysis helps establish the equity and efficiency of a pay system. It is essential to developing job descriptions and job evaluation. Job analysis is an on-going need as the nature of work changes over time.

7. Exhibit 4.4: Job Analysis Terminology
JOB FAMILY
Grouping of related jobs with broadly similar content, e.g. marketing, engineering, office support, technical.
JOB
Group of tasks performed by one person that make up the total work assignment of that person, e.g. customer support representative.
TASK
Smallest unit of analysis, a specific statement of what a person does; for example, answers the telephone. Similar tasks can be grouped into a task dimension, e.g. responsible for ensuring that accurate information is provided to customer.

8. Exhibit 4.4: General Procedures for Conventional Job Analysis
Develop preliminary job information
Conduct initial tour of work site
Conduct interviews
Conduct second tour of work site
Consolidate job information
Verify job description
See Exhibit 4.4 pages 94 – 95 in text

9. What Information Should be Collected?
Analysis begins with a review of information already collected
Types of information collected
Related to job
Related to employee

10. Data Collection for Job Analysis
Data Related to Job
Job Identification
Job Content
Example: Exhibit 4.7
Data Related to Employee
Employee Characteristics
Internal Relationships
External Relationships
Example: Exhibit 4.8

11. Exhibit 4.6: Job Analysis - Data Related to Job
Job Identification
Title
Department in which job is located
Number of people who hold job
Job Content
Tasks
Activities
Constraints on actions
Performance criteria
Critical incidents
Conflicting demands
Working conditions
Roles (e.g., negotiator, monitor, leader)

12. Exhibit 4.6: Job Analysis - Data Related to Employee
Employee Characteristics
Professional/technical knowledge
Manual skills
Verbal skills
Written skills
Quantitative skills
Mechanical skills
Conceptual skills
Managerial skills
Leadership skills
Interpersonal skills
Internal Relationships
Boss & other superiors
Peers
Subordinates
External Relationships
Suppliers
Customers
Regulatory
Professional/Industry
Community
Union/Employee Groups

13. Information to be Collected: Other Issues
Essential elements and Americans with Disabilities Act (ADA)
Requires that essential elements of a job must be specified
Level of analysis
Broad vs. narrow
Affected by several factors
Time and expense of collecting data
Need for flexibility in designing jobs
Need to provide promotional opportunities

14. Who Is Involved in Job Analysis?
Who collects the information?
Who provides the information?
What about discrepancies?
Top management support is critical

15. Characteristics of Job Descriptions
It is a written record of the duties and responsibilities of a specific job compiled through job analysis
It consists of statements which identify and describe scope and contents of a job
It does not describe all details of a job
It provides an outline of the essential functions and major duties of a job

16. Job Descriptions Job Title Job Identification Essential Functions
4. Job Specifications.
Job Description
1. XXX
2. XXX
3. XXX
4. XXX
Job Title
Job Identification
Job Specifications
Essential Functions

17. Times for Reviewing Jobs and Revising Descriptions
Assigning a new incumbent to a job
When major changes are made in product or outputs provided by work unit or individual
Introduction of new equipment, methods, or procedures to workplace
Reorganization of work unit
Implementation of a new pay system
When a new responsibility (a major work activity area) is added to job

18. Job Analysis: Bedrock or Bureaucracy?
Issue
Job Analysis: Bedrock or Bureaucracy?

19. Judging Job Analysis
Reliability
Validity
Acceptability
Usefulness