Chapter 4

Job Analysis

Part Two | Recruitment and Placement

Copyright 2011 Pearson Education, Inc. PowerPoint Presentation by Charlie Cook

publishing as Prentice Hall The University of West Alabama
LEARNING OUTCOMES
1. Discuss the nature of job analysis, including what it is
and how its used.
2. Use at least three methods of collecting job analysis
information, including interviews, questionnaires, and
observation.
3. Write job descriptions, including summaries and job
functions, using the Internet and traditional methods.
4. Write a job specification.
5. Explain job analysis in a worker-empowered world,
including what it means and how its done in practice.

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WHERE WE ARE NOW

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The Basics of Job Analysis: Terms
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 responsibilitiesone
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 Human
requirements behaviors
Information
Collected Via
Job Analysis
Machines, tools,
Job
equipment, and
context
work aids

Performance
standards

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 Uses of Job Analysis Information

Recruitment
and selection

EEO
compliance Compensation
Information
Collected via
Job Analysis
Discovering Performance
unassigned duties appraisal

Training

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Steps in Job Analysis

Steps in doing a job analysis:

1 Decide how youll use the information.

2 Review relevant background information.

3 Select representative positions.

4 Actually analyze the job.

5 Verify the job analysis information.

6 Develop a job description and job specification.

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 Collecting Job Analysis Information

Methods for Collecting Job Analysis Information

Interviews Questionnaires Observations Diaries/Logs

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Methods for Collecting Job Analysis
Information: The Interview
Information Sources Interview Formats
Individual employees Structured (Checklist)
Groups of employees Unstructured
Supervisors with
knowledge of the job
Advantages
Quick, direct way to find
overlooked information
Disadvantage
Distorted information

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Methods for Collecting Job Analysis
Information: Questionnaires
Information Source Advantages
Have employees fill out Quick and efficient way
questionnaires to describe to gather information
their job-related duties and from large numbers of
responsibilities employees
Questionnaire Formats Disadvantages
Structured checklists Expense and time
Open-ended questions
consumed in preparing and
testing the questionnaire

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Methods for Collecting Job Analysis
Information: Observation
Information Source Advantages
Observing and noting the Provides first-hand
physical activities of information
employees as they go Reduces distortion
about their jobs by of information
managers.
Disadvantages
Time consuming
Reactivity response distorts
employee behavior
Difficulty in capturing
entire job cycle
Of little use if job involves a
high level of mental activity

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Methods for Collecting Job Analysis
Information: Participant Diaries/Logs
Information Source Advantages
Workers keep a diary or Produces a more complete
log of what they do and the picture of the job
time spent on each activity Employee participation
Disadvantages
Distortion of information
Depends upon employees
to accurately recall their
activities

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Internet-Based Job Analysis
Advantages
Collects information in a standardized format from
geographically dispersed employees
Requires less time than face-to-face interviews
Collects information quickly

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 Writing Job Descriptions

Job
identification

Job Job
specifications summary

Sections of a
Typical Job
Working Description Responsibilities and
conditions duties

Standards of
performance Authority

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The Job Description
Job Identification Responsibilities and Duties
Job title Major responsibilities and
Status section duties (essential functions)
Preparation date Decision-making authority

Preparer Direct supervision

Budgetary limitations
Job Summary
General nature of the job Standards of Performance
Major functions/activities and Working Conditions
What it takes to do the job
Relationships successfully
Reports to:
Supervises:
Works with:
Outside the company:

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Writing Job Descriptions (contd)
Step 1. Decide on a Plan
Step 2. Develop an Organization Chart
Step 3. Use a Simplified Job Analysis Questionnaire
Step 4. Obtain List of Job Duties and Jobs Human
Requirements
Step 5. Finalize the Job Description

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Competency-Based Job Analysis
Competencies
Determine characteristics of a person that enable
performance of a job.
Reasons for Competency-Based Job Analysis
To support a high-performance work system (HPWS).
To create strategically-focused job descriptions.
To support the performance management process in
fostering, measuring, and rewarding:
General competencies
Leadership competencies
Technical competencies
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