1. Job Analysis MANA 3320 Dr. Jeanne Michalski

2. Job Analysis Systematic process for collecting information on the important work-related aspects of a job. 1. Work activities – what the worker does, how and why these activities are conducted. 2. Tools and equipment used in performing work activities. 3. Context of the work environment, such as work schedule or working conditions. 4. Requirements for performing the job – KSA’s.

3. Essential Job Functions Essential Functions Statements in the job description of job duties and responsibilities that are critical for success on the job. Statements in the job description of job duties and responsibilities that are critical for success on the job. A job function is essential if: The position exists to perform the function. The position exists to perform the function. A limited number of employees are available to perform the function. A limited number of employees are available to perform the function. The function is specialized, requiring needed expertise or abilities to complete the job. The function is specialized, requiring needed expertise or abilities to complete the job.

4. Job Analysis Gather and analyze job information through:  Interviews:  Questionnaires  Observation: motion study  Diaries: time study  O*Net

5. Task Statements  Characterize activities with action verbs.  Tasks have identifiable beginnings and endings.  Identifiable outputs or consequences.  Mean the same thing to all respondents.  Non-trivial but complete.  What the worker does, how they do it, to who or what and why?

6. KSA’s Defined  Knowledge: A body of information (typically of a factual or procedural nature) that required for successful completion of a task.  Skill: An individual’s level of competency or proficiency in performing a specific task. Usually be expressed in numerical terms.  Ability: A more general, enduring trait or capability an individual possesses when he or she first performs a task.

7. KSA’s Defined  Knowledge: Various engineering fields and terms. Various engineering fields and terms. DOT regulations DOT regulations  Skills: Typing 50 words per minute without error. Typing 50 words per minute without error. Basic PC operations including email. Basic PC operations including email.  Abilities: Writing and edit business correspondence. Writing and edit business correspondence. Interviewing clients for marketing information. Interviewing clients for marketing information.

8. Job Descriptions  Identifying Information Job Title Job Title Exempt or Non-exempt Exempt or Non-exempt Full-time or Part-time Full-time or Part-time Gender neutral Gender neutral  Job Summary Brief description Brief description Place in org. structure Place in org. structure

9. Job Descriptions  Duties and Responsibilities (Essential Functions) What does the person do? What does the person do? How do those tasks get done? How do those tasks get done? Under what conditions? Under what conditions? Using what materials? Using what materials?  Specifications KSA’s KSA’s Certifications or degrees Certifications or degrees

10. Job Description for an Employment Assistant

11. Job Description for an Employment Assistant (cont’d)

13. O*NET and Job Analysis  Dictionary of Occupational Titles (DOT) A systematic occupational classification structure based on interrelationships of job tasks and requirements. A systematic occupational classification structure based on interrelationships of job tasks and requirements. Contains standardized and comprehensive descriptions of twenty-thousand jobs. Contains standardized and comprehensive descriptions of twenty-thousand jobs.  O*NET Database A online database of all DOT occupations plus an update of over 3,500 additional DOT occupations. A online database of all DOT occupations plus an update of over 3,500 additional DOT occupations. Data are collected and published continuously. Data are collected and published continuously. http://online.onetcenter.org/

14. Problems with Job Descriptions 1. If poorly written, they provide little guidance to the jobholder. 2. They are not always updated as job duties or specifications change. 3. They may violate the law by containing specifications not related to job success. 4. They can limit the scope of activities of the jobholder, reducing organizational flexibility.