Вы находитесь на странице: 1из 15

1/12/2017

JOB ANALYSIS

JOB ANALYSIS Instructor: LTT Xuân 1

Instructor: LTT Xuân

1

Content

Content Instructor: LTT Xuân 2

Instructor: LTT Xuân

2

1/12/2017

Work flow analysis and Organizational structure

Work flow analysis Providing a means to understand all the tasks required to produce a high-quality product as well as the skills necessary to perform those tasks.

to produce a high-quality product as well as the skills necessary to perform those tasks. Instructor:

Instructor: LTT Xuân

3

Work flow analysis and Organizational structure

• Work flow analysis Analyzing work Analyzing work Analyzing work inputs processes outputs
• Work flow analysis
Analyzing work
Analyzing work
Analyzing work
inputs
processes
outputs
Raw Inputs - material - information Equipment - facilities - systems People - knowledge -
Raw Inputs
- material
- information
Equipment
- facilities
- systems
People
- knowledge
- skills
- abilities
- systems People - knowledge - skills - abilities ACTIVITY what tasks are required ? Instructor:
ACTIVITY
ACTIVITY

what taskssystems People - knowledge - skills - abilities ACTIVITY are required ? Instructor: LTT Xuân OUTPUT

are required? are required

- skills - abilities ACTIVITY what tasks are required ? Instructor: LTT Xuân OUTPUT - product/service

Instructor: LTT Xuân

OUTPUT - product/service - how measured? 4
OUTPUT
- product/service
- how measured?
4

1/12/2017

Work flow analysis and Organizational structure

Work flow analysis

Analyzing work outputs:

Product/service

Output – organization’s picture

HRM department – analyzing customers inside the company and products they desire from HRM functions

Analyzing work processes:

All tasks should be performed

Tasks broken down into each person’s activities

•

Identifying workloads or the situation of being overstaffed

Instructor: LTT Xuân

5

Work flow analysis and Organizational structure

Work flow analysis

Analyzing work inputs:

Raw Inputs

Equipment

Human Resources: human skills and efforts necessary

inputs : • Raw Inputs • Equipment • Human Resources: human skills and efforts necessary Instructor:

Instructor: LTT Xuân

6

1/12/2017

Cooking & Taking Order Frying assembling Getting drinks Preparing Bags Instructor: LTT Xuân 7
Cooking &
Taking Order
Frying
assembling
Getting drinks
Preparing Bags
Instructor: LTT Xuân
7

Work flow analysis and Organizational structure

Organizational structure

provides a cross-sectional overview of the static relationship between individuals and units that create the outputs

Types of structure vs. Design of jobs

Functional

functional departmentalization

high level of centralization

high efficiency

inflexible

insensitive to subtle differences across products, regions, and clients

Divisional

workflow departmentalization

low level of centralization

semi-autonomous

flexible and innovative

sensitive to subtle differences across products, regions, and clients

low efficiency

Instructor: LTT Xuân

8

1/12/2017

• DISCUSSION QUESTION Assume that you are the manager of a fast food shop, or cafeteria

DISCUSSION QUESTION

Assume that you are the manager of a fast food shop, or cafeteria .

What are the outputs of your work unit?

What are the activities required to produce those outputs?

What are the inputs?

work unit? – What are the activities required to produce those outputs? – What are the

Instructor: LTT Xuân

Influences Affecting Jobs, People, and Related HR Policies

© 2005 Southwestern College Publishing. All rights reserved.

People, and Related HR Policies © 2005 Southwestern College Publishing. All rights reserved. Instructor: LTT Xuân

Instructor: LTT Xuân

10

1/12/2017

Job Analysis • The importance of Job analysis to HR Managers Work Redesign Performance Appraisal
Job Analysis
• The importance of Job analysis to HR Managers
Work Redesign
Performance
Appraisal
HR Planning
Job Evaluation
Job Analysis
Career Planning
Recruitment
Training and
Selection
Development
Instructor: LTT Xuân
11
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Job analysis

The importance of Job analysis to Line Managers

• The importance of Job analysis to Line Managers to make intelligent hiring decisions To understand

to make intelligent hiring decisions

To understand the work- flow process

To be responsible for ensuring that each individual is performing his or her job satisfactorily

Instructor: LTT Xuân

12

1/12/2017

Job Analysis

Job analysis

A systematic way to gather and analyze information about the content, context, and the human requirements of jobs.

Work activities and behaviors

Interactions with others

Performance standards

Financial and budgeting impact

Machines and equipment used

Working conditions

Supervision given and received

Knowledge, skills, and abilities needed

Instructor: LTT Xuân

conditions • Supervision given and received • Knowledge, skills, and abilities needed Instructor: LTT Xuân 13

13

Job analysis

Job Description - a list of tasks, duties, and responsibilities => observable actions

Job Specification - a list of knowledge, skills, abilities, and other characteristics

=> Compare and contrast “knowledge” and “skill”

Instructor: LTT Xuân

14

1/12/2017

Job analysis

JOB ANALYSIS A process of obtaining all pertinent job facts
JOB ANALYSIS
A process of obtaining all pertinent job facts
JOB ANALYSIS A process of obtaining all pertinent job facts Job Description • Job Title •
JOB ANALYSIS A process of obtaining all pertinent job facts Job Description • Job Title •
JOB ANALYSIS A process of obtaining all pertinent job facts Job Description • Job Title •
JOB ANALYSIS A process of obtaining all pertinent job facts Job Description • Job Title •
Job Description • Job Title • Location • Job summary • Duties • Machine tools
Job Description
• Job Title
• Location
• Job summary
• Duties
• Machine tools etc
• Material etc
• Supervision
• Working condition
• Hazards
Job Specification • Education • Experience • Training • Initiative • Physical effort • Responsibilities
Job Specification
• Education
• Experience
• Training
• Initiative
• Physical effort
• Responsibilities
• Communication skills
• Emotional characteristics
• Unusual sensory sight etc.

Instructor: LTT Xuân

15

Identification General summary Essence Requirements Job specifications Instructor: LTT Xuân 16 Job description
Identification
General
summary
Essence
Requirements
Job
specifications
Instructor: LTT Xuân
16
Job description

1/12/2017

Job analysis

To conduct job analysis:

1. Understand the purpose of conducting the job analysis

2. Understand the role of the jobs in the organization

3. Benchmark positions

4. Determine how you want to collect the job analysis information

5. Seek clarification, whenever necessary

6. Develop the first draft of the job description

7. Review draft with job supervisor

necessary 6. Develop the first draft of the job description 7. Review draft with job supervisor

Instructor: LTT Xuân

17

Job analysis

Approaches to Job analysis

Task-based

Job

analysis:

focusing

on

tasks,

duties

and

responsibilities performed in a job The competency approach to Job analysis:

 

focusing

on

the

competencies

that

individuals

needed

to

perform jobs

emphasizing how significantly people’s capabilities influence organizational performance

Considering how knowledge and skills are used

influence organizational performance • Considering how knowledge and skills are used Instructor: LTT Xuân 18

Instructor: LTT Xuân

18

1/12/2017

Job analysis

Job analysis methods

Observation

Interviewing: individual or group

Work diary

Questionnaires

Computerized Job analysis

The Occupational Information Network

Combination methods

Instructor: LTT Xuân

– Computerized Job analysis – The Occupational Information Network – Combination methods Instructor: LTT Xuân 19

19

Job analysis • Job analysis methods Typical Areas Covered in a Job Analysis Questionnaire Instructor:
Job analysis
• Job analysis methods
Typical Areas Covered in a Job Analysis Questionnaire
Instructor: LTT Xuân
20

1/12/2017

Sample Job Duty Statements and Performance Standards

Sample Job Duty Statements and Performance Standards © 2005 Southwestern College Publishing. All rights reserved.

© 2005 Southwestern College Publishing. All rights reserved.

Instructor: LTT Xuân

Figure 6–10

21

Job analysis

22
22

Job Analysis in Perspective

Instructor: LTT Xuân

1/12/2017

Job analysis

23
23

Stages in the Job Analysis Process

Figure 6–7

© 2005 Southwestern College Publishing. All rights reserved.

Instructor: LTT Xuân

Job analysis

Sample Job Description and Specifications

Job analysis Sample Job Description and Specifications Instructor: LTT Xuân 24

Instructor: LTT Xuân

24

1/12/2017

Job analysis

Job analysis Instructor: LTT Xuân 25

Instructor: LTT Xuân

25

Job analysis

Job analysis Instructor: LTT Xuân 26

Instructor: LTT Xuân

26

1/12/2017

 

Job design

Job design

How work will be performed and the tasks that will be required in a given job

Job redesign

 

Changing the tasks or the way work is performed in an existing job

To effectively design jobs, it must understand

the job as it exists

Job design influences:

 

its place in the larger work unit’s work-flow process

Job performance

 

Job satisfaction

Physical and mental health

 
 

Instructor: LTT Xuân

27

 

Job design

Job Enlargement

 

Broadening the scope of a job by expanding the number of different tasks to be performed.

Job Enrichment

 
 

Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job.

Job Rotation

 
 

The process of shifting a person from job to job.

 

Instructor: LTT Xuân

28

1/12/2017

GROUP ASSIGNMENT

GROUP ASSIGNMENT Choose a position and conduct job analysis for that position (job description and job

Choose a position and conduct job analysis for that position (job description and job specification)

Instructor: LTT Xuân
Instructor: LTT Xuân

FOR NEXT CLASS

Assign the case for reading

Instructor: LTT Xuân