1. Job Analysis Cornerstone of HR Practice Drives Staffing – what people do, what skills they need Drives Compensation – pay for worth Drives Training – close gap between skills and performance demands Drives Organizational Design – capital/labor trade-offs

2. Job Analysis (continued) How do we do it? –Try it –Watch –Ask - oral / written Need for “multi-source, multi-method approach

3. Job Analysis (continued) Two Products –Job Description –Job Specification – KSA and O’s

4. Job Analysis (continued) KSA and O’s –Knowledge, skills, abilities (and other qualities, such as personality traits) –Note “competencies” used by organizational behavior folks (ie., mgmt 480) similar –2 general kinds, mental and physical

5. Mental Skills Intelligence –Capacity vs. Current Proficiency –Hierarchical vs. Common factor models –New hybrids Social Intelligence Emotional Intelligence

6. Physical Skills Common factor model dominates –static strength –dynamic strength –explosive strength –trunk strength –extent flexibility –dynamic flexibility –gross body coordination –gross body equilibrium –stamina

7. “And O’s” Personality - The Big 5 – common factor model –extraversion –agreeableness –conscientiousness** –emotional stability* –openness to experience Social Intelligence – read others, adjust own behavior Emotional Intelligence – self-control, self-management

8. Job Analysis - Conclusion O*Net web site – online job analysis tool http://www.onetcenter.org Current job information key to managing Job Analysis is how we get that info