Alpha defense System Military computer components for use in highly sophisticated weapons system

Alpha Electric
Adapt its weaponsystems technology to manufacture for hightech communications system

They are moving into an - extremely competitive business environment where product life cycles are short and innovation, customer orientation, - high quality, and cost-effectiveness are necessary to succeed.

Redesign Manufacturing Process

1.

2.

3.

Assembly-line jobs will be relatively similar to those in the old manufacturing process. Warehousing, shipping and receiving, and most other jobs within the plant will be converted to a team-based approach. The organizational structure will be flattened, and employees will be given more responsibility and broader powers to do their jobs.

Problems that Alpha Faces

1.

2. 3.

What jobs will have to be performed in the new plant environment? Who does what job?
Do traditional jobs still exist? (as many areas of work)

Job Analysis

Human Resource Management HRM: 301

Traditional Job Analysis:

Definition- as the process of obtaining information about jobs. A job has been using four concepts that have a hierarchical relationship to one another, are*

Tasks A task is a meaningful unit of work activity generally performed on the job by one worker within some limited time period. It is a discrete unit of activity and represents a composite of methods, procedures, and techniques. Duty A duty is a loosely defined area of work that contains several distinct tasks that are performed by an individual Position A position is the set of tasks and duties performed by a single individual in an organization. Each person in an organizations has a position.
Job A job is a group of positions that are identical with respect to their major or significant tasks and sufficiently alike to justify their covered by a single analysis
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* *

The Job Analysis Process

Job Analysis is the process by which the duties of a position and the characteristics of the people to hire for that position are determined. Job Analysis procedures information is used for written -Job Descriptions (a list of what the job entails) and -Job Specifications (what kind of people to hire for the job).
Job Analysis

Job Descriptions

Job Specifications

The Job Analysis Process:

The basic job analysis process consists of ten steps, which can be grouped into four major phases as follows

Phase-1 Phase-2 Phase-3 Phase-4

Scope of the project: Methods of job analysis Data collection and analysis Assessing job analysis methods

Phase-1: The Scope of Job Analysis

1. Uses of job analysis: Research showed that there are direct links between the duties that employees perform on their jobs and the knowledge, skills, and abilities that are assessed in selection procedures. a. Job analysis data can provide realistic information about what jobs will be like. (Studies showed that realistic job previews reduce applicants unrealistically high expectations about jobs and thus reduce early employee dissatisfaction and turnover.) b. Provide the information needed to develop job-relevant training programs and performance appraisal systems. c. Used to determine the similarity of jobs and thus the feasibility of transfers between jobs. d. Used in the area of job evaluation, to determine the relative worth of jobs e. Used to design jobs for maximum efficiency
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Phase-1: The Scope of Job Analysis

2. Determine which jobs to analyze:

Jobs that are critical to the success of an organization Jobs that are difficult to learn and perform and thus require extensive training Jobs for which the organization is constantly having to hire new employees Jobs that have few minority or female employees should be analyze to make sure that illegal discrimination is not occurring in hiring process Jobs should be analyze when new technology or other circumstances to be change When completely new jobs are added When some jobs are eliminated and their duties distributed to other jobs within the organization
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Phase-2: The Methods of job analysis

3. The types of data to collect: Several types of data can be collected in a job analysis project, which data relate to various work activities and human abilities as well as to other job characteristics and information about the equipment used on the job. Three levels of work activities are Foundation work activities are free of technological content and applicable to wide range of occupations. Exe. how much responsibility for people do you have on your job? Intermediate work activities have some technological content but are applicable across a reasonably wide range of occupations. Exe. how much of your time is spent teaching people? Area work activities are technologically oriented and quite specific to particular occupational groups. Exe. how much time do you spend cleaning surgical equipment?
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Phase-2: The Methods of job analysis

Taxonomies of human abilities that are widely used in job analysis Psychomotor abilities, such as manual dexterity and arm/hand steadiness Physical abilities, such as strength and stamina Cognitive abilities, such as intelligence and verbal comprehension Situational abilities, such as ability to work under time pressure and the ability to work alone

Data to be collected-Qualitative data are narrative descriptions of the work activities, and or -Quantitative data are numerical values that indicate the extent to which the work activities are involved.
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Phase-2: The Methods of job analysis

4. The sources of information from which to get the data

Job incumbent Supervisors Subject matter expert (SMEs) Other job experts

Non-human sources Job descriptions Equipment maintenance records Films of employees working Architectural blueprints

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Phase-2: The Methods of job analysis

5. Job Analysis Procedures
a) b) c)

Narrative Job Descriptions Engineering Approaches Structured Job Analysis Procedures

a. Narrative Job Descriptions: It is the simplest form of job analysis. It includes job title; job identification number; name of the department or division; Name of the job analyst Brief written summary of the job; list of the jobs major duties Description of the skills, Knowledge (including education), and abilities; List of the machines, tools, and equipment used on job Explanation of the job relates to other jobs in the organization

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Phase-2: The Methods of job analysis

5. Job Analysis Procedures

b. Engineering Approaches: It involves an examination of the specific body movements and or procedural steps that are used to perform a particular task. Micromotion studies are a particular type of engineering approach which used to analyze job that contain very short-cycle, repetitive tasks. It lists all the basic body motions and uses it to analyze all the tasks included in the study

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Phase-2: The Methods of job analysis

5. Job Analysis Procedures

c. Structured Job Analysis Procedures:

1)

Critical Incidents Technique (CIT): It lists the behaviors that are critical to job performance. This procedure consists of four steps: A panel of experts provides written examples of behaviors that represent effective and ineffective performance on the job. All the examples generated in step-1 are then sorted into groups of similar behaviors The categories identified in step 2 are then defined and named The job behaviors categories are rated according to how critical or important they are for job performance.
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Phase-2: The Methods of job analysis

Structured Job Analysis Procedures:
2) Functional Job Analysis (FJA): here, trained job analysts review written

materials, observe workers performing the job, and interview job incumbents and supervisors for information. Then review all the information to ensure its validity and reliability. This procedure consists of four steps: The job analyst and top management decide on the goals, purposes, and objectives of the FJA project. Identify and describe the tasks performed on the job in a standardized written format, outlining what action occurs, to what purpose, and under what specific conditions. Job analyst analyze each task using three worker function scales. Job analyst write performance standard Job analyst identify the training needed by the employee to perform the job.
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Phase-2: The Methods of job analysis

3) Managerial Job Analysis Procedures:

Management position description questionnaire (MPDQ), is a 208-item questionnaire that is used to describe managers jobs. MPDQ is completed by incumbent managers, who use a six-point scale to rate each item. Professional and managerial position questionnaire (PMPQ), consists of 93 items, divided into three major sections:
Job activities Planning and scheduling activities, Processing information and ideas, Exercising judgment, Communicating, interpersonal activities and relationship, and Technical activities.
Education, training, and experience. Personnel supervised by the employee, member of Professional organizations, professional license or certification, and salary of the employee.
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Personal requirements Other information

Phase-3: Data Collection and Analysis

Collecting Job Data: a. Getting the Organization Ready make sure that members of the organization understand and are committed to the project Top management should be involved closely in the development of the project There must be a clearly stated rationale and set of goals for the project that is provided who participate in the project. b. Sources of Bias: job data must be accurate, up-to date, and representative picture of work activities. c. Job Analysis Interviews: interviewing is a skill that must be developed through practice Analyzing Job Data: Reporting and Rechecking Job Data
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Phase-4: Assessing Job Analysis Methods

Table 4.6 Job-descriptive inference Job-specification inference (KSAOs)

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