Академический Документы
Профессиональный Документы
Культура Документы
• Observation
• Interview
– Individual
– Group
• Questionnaires
– PAQ
• Diary
• Technical Conference
• Critical Incident Technique
Methods of Job Analysis
• Observation Method
– Analyst observes incumbent
• Directly
• Videotape
– Useful when job is fairly routine
– Workers may not perform to
expectations
Methods of Job Analysis
• Interview Method
– Individual
• Several workers are interviewed
individually
• The answers are consolidated into a
single job analysis
– Group
• Employees are interviewed
simultaneously
• Group conflict may cause this method
to be ineffective
Methods of Job Analysis
• Questionnaires
– Employees answer questions about
the job’s tasks and responsibilities
– Each question is answered using a
scale that rates the importance of
each task
Methods of Job Analysis
• Questionnaires (ctnd.)
– Position Analysis Questionnaire
(PAQ)
• A structured, behavioral questionnaire
• 194 items in 6 categories
– Information input
– Mental processes
– Work output
– Relationships
– Job context
– Other characteristics
Methods of Job Analysis
• Diary Method
– Employees record information into
diaries of their daily tasks
• Record the time it takes to complete
tasks
– Must be over a period of several
weeks or months
Methods of Job Analysis
• Technical Conference Method
– Uses experts to gather information
about job characteristics
Methods of Job Analysis
• Critical Incident Technique (CIT)
– Takes past incidents of good and
bad behavior
– Organizes incidents into categories
that match the job they are related
to
• Involves 4 steps
Methods of Job Analysis
• CIT steps
– Brainstorm and create lists of
dimensions of job behaviors
– List examples of effective and
ineffective behavior for each
dimension
– Form a group consensus on
whether each incident is
appropriately categorized
– Rate each incident according to its
value to the company
How It Works
• Conducting the job analysis
– Know the purpose
– Gather Information about jobs to
be analyzed
• Books
• Charts
• Trade union literature
• Government agency literature
– Use employee input
How It Works
• Conducting the job analysis
(ctnd.)
– Choose an efficient method of
collecting information
– Gather information from
employee/supervisor about the job
– Draft a job description
– Obtain supervisor approval
A Real World Example
• The Department of Labor
– Job analyst uses observation and
interview methods to gather
information about an employee
– Information organized into 3
categories
• Data
• People
• Things
A Real World Example
Work Functions
Data People Things
0. Synthesizing 0. Mentoring 0. Setting up
• Coordinating 1. Negotiating 1. Precision work
• Analyzing 2. Instructing 2. Operating
• Compiling 3. Supervision 3. Driving
• Computing 4. Diverting 4. Manipulating
• Copying 5. Persuading 5. Tending
• Comparing 6. Speaking 6. Feeding
*U.S. Department of Labor, Dictionary of
Occupational Titles, 4th ed. Revised
7. Serving 7. Handling
(Washington, D.C.: Government Printing
Office, 1991), p.xix. 8. Helping
A Real World Example
• Job titles are listed in the
Dictionary of Occupational Titles
• Each job is given a code
– Ex. A recruiter might be assigned
the code 2, 6, 7 if the job entails
analyzing data (2), speaking to
people (6), and handling different
things (7)
• See previous table
An Exercise
• Bruce Spuhler, customer service
manager at BGS Sports, wants
to conduct a job analysis on how
his employees interact with
customers and other employees.
• What steps should Bruce take to
implement a successful job
analysis, and what method
should he use to analyze his
employees?
An Exercise
• Possible Answer:
1. Determine the Purpose- to
reinforce good behavior among
employees and provide better
customer service
2. Gather as much information as
possible about retail and
customer service, including past
experiences with customers
An Exercise
3. Choose best method of job
analysis
-Critical Incident Technique
-This would allow Bruce to
discuss with his employees past
incidents and whether they were
effective or not
-Assign values of effectiveness
4. Gather information from workers
and other managers about the job
An Exercise
5. Draft a behavioral job
description
6. Identify areas that need
improvement, and implement
training programs to improve
those areas
Summary
• Job analysis is an effective
approach to gathering
information about jobs
• There are 6 popular techniques
to conducting job analyses
• Job analysis is directly related
to nearly every function of
Human Resource departments in
organizations
References
Cascio, Wayne F. Managing Human Resources. New
York: McGraw-Hill, Inc., 1992.