Job Analysis

Chapter 4

1.

I Openers

2. 3. 4. 5.

Explain what human resources management is and how it relates to the management process? Give at least four examples of how managers can use HR concepts and techniques. Illustrate the HR management responsibilities of line and staff (HR) managers. Provide a good example that illustrates HRs role in formulating and executing company strategy. Explain why metrics and measurement are crucial to todays HR managers and what they are using.

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How will you get there?

Celebrity Rescue

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Ezekiel 44:23 (The Message)

"Their job is to teach my people the difference between the holy and the common, to show them how to discern between unclean and clean.
Are we doing our job?

After studying this chapter, you should be able to:

1.
2.
Discuss the nature of job analysis, including what it is and how its used. Understand the methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions and job specifications, including summaries and job functions.

3.

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WHAT IS A JOB?
Job
Generally defined as a set of closely related activities carried out for pay.

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The Nature of Job Analysis

Job analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.

Job description
A list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities one product of a job analysis.

Job specifications
A list of a jobs human requirements, that is, the requisite education, skills, personality, and so onanother product of a job analysis.

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Types of Information Collected

Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements

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Uses of Job Analysis Information

Recruitment and Selection Compensation Performance Appraisal Training Discovering Unassigned Duties EEO Compliance
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METHODS OF COLLECTING JOB ANALYTIC INFORMATION

Job Analysis Interview Job Analysis Questionnaire Task Statements and Dimensions Competencybased Models O*NET
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Determining the Internal Job Structure

Internal relationships in the 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

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Steps in a job structure:

1. Describes the key work activities what, why, and how work is done. 2. Identifies the essential functions of the position. 3. Describes the competencies (knowledge, skills, abilities, and behaviors) needed to perform the key work activities, and documents these in terms of objective, observable, and measurable elements. 4. Describes job readiness factors as they relate to the context of the work the environment, mental and physical demands, willingness and interest required, etc. 5. Imparts the relative importance of the positions components (work activities, competencies, etc.).
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Steps in a valid job analysis:

You try it in teams using your handout: Create a job analysis of a Graduate Student.

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After studying this chapter, you should be able to:

1.
2.
Discuss the nature of job analysis, including what it is and how its used. Understand the methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions and job specifications, including summaries and job functions.

3.

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