Job Analysis

Padma Srinivas

XIME HRM 2008

JOBS
• Job is generally defined as ‘a set of
closely related activities carried out
for pay’
• Recent observations indicate the
following,
‘The modern world is on the verge of another leak in
creativity and productivity, but the job is not going
to be a part of tomorrow’s economic reality. There
still is and will always be enormous amounts of work
to do but it will not be contained in the familiar
envelops we call jobs. Infact, many organizations are
today well along the path towards being de-jobbed.
XIME HRM 2008
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

XIME HRM 2008

Nature of Job Analysis
JOB DESCRIPTION
A list of job’s duties, responsibilities,
reporting relationships, working
conditions, and supervisory
responsibilities-one product of a job
analysis

XIME HRM 2008

Nature of Job Analysis
JOB SPECIFICATION
A list of job’s ‘human requirements’
that is the requisite education, skills,
personality and so on- another product
of a job analysis

XIME HRM 2008

Information collected through
Job Analysis
• HR normally collects one or more of the
following types of information via the JA
− Work activities
− Human behavior
− Tools equipment and work aids
− Performance standards
− Job context
− Human requirements

XIME HRM 2008

Use of Job Analysis Information

Job description & Job specification

Recruiting
and Performance
Compensation Training
Selection Management
Decision

XIME HRM 2008

Collecting JA information
• Interview method
• Questionnaires
• Observation
• Participant Dairy / Logs
• Multiple sources

XIME HRM 2008

Writing Job Descriptions
• Job Identification
• Job Summary
• Responsibilities and duties
• Authority of incumbent
• Standards of performance
• Working conditions
• Job Specifications

XIME HRM 2008

JA in a “JOBLESS” world
• From specialized to enlarged jobs
• Job enlargement
• Job rotation
• Job enrichment

XIME HRM 2008

Specialized to Enlarged Jobs
Job Enlargement
Assigning workers additional same level
activities thus increasing the number of
activities they perform
Job Rotation
Systematically moving workers from one job
another to enhance work team performance
and /or to broaden his or her experience and
identify strong and weak points to prepare
the person for an enhanced role with the
company
XIME HRM 2008
Specialized to Enlarged Jobs
Job Enrichment
Redesigning jobs in a way that increases the
opportunities for the worker to experience
feelings of responsibility, achievement, growth
and recognition

XIME HRM 2008

Why managers are dejobbing
• Dejobbing – broadening the
responsibilities of the company’s jobs
and encouraging employees not to limit
themselves to what’s on their job
description.
• Flatter organizations
• Work teams
• Boundaryless Organization
• Reengineering

XIME HRM 2008

Planning and Forecasting
• The process of deciding what positions
will have to be filled and how
• Employment planning should be an
integral part of a company’s strategic and
HR planning process
• Projected openings can be filled from
within or from outside

XIME HRM 2008

Forecasting personnel needs
• Trend Analysis
• Ratio Analysis
• Scatter Plot
• Using computers to forecast personnel
requirements

XIME HRM 2008

Forecasting
• Inside candidates
• Outside candidates

XIME HRM 2008

Effective Recruiting
• Developing an applicant pool
• Recruitment efforts should make sense in
terms of the company’s strategic plans
• Some recruiting methods are superior to
others
• Success depends on other HR issues and
policies
• Bottomline – Recruiting plans must be
consistent and should be in line with
company’s strategy
XIME HRM 2008
Internal sources of candidates
• Job posting
• Re-hiring former employees
• Succession planning

XIME HRM 2008

External sources of candidates
• Advertising
• Employment agencies
• Temp agencies and alternative staffing
• Off-shoring / outsourcing
• Campus recruitment
• Employee reference
• Executive recruiters (headhunters)
• Internet
XIME HRM 2008
Recruitment yield

50 New hires

100 Offers made

150 Cand interviewed

300 Cand invited

1200 Leads generated

XIME HRM 2008

Employee Testing and
Selection

XIME HRM 2008

Importance of careful selection
• Manager’s performance depends on that
of subordinates
• Employees with the right skill and
abilities will perform well
• Those with low skill and abilities will not
produce desired results
• Recruiting, hiring and training employees
is expensive

XIME HRM 2008

Basic testing concepts
• Reliability
• Validity
• Criterion validity – scores on the test are
related to job performance
• Content validity – contains a fair sample
of the tasks and skills needed for the job

XIME HRM 2008

Validating tests
• Job requirements
• Choose the tests
• Administer the test
• Relate your test scores to the criteria
• Cross-validate and revalidate

XIME HRM 2008

Types of tests
• Tests of cognitive abilities
− Intelligence tests-memory, vocabulary,
numeral ability
− Specific cognitive ability – reasoning,
memory, verbal ability, numerical ability
• Test of motor and physical ability
• Measuring personality and interests
• Achievement test – school tests
• Web-based testing

XIME HRM 2008

Work samples and simulations
• Work sampling and employee selection
• Management assessment centers
− The in-basket
− Leaderless group discussions
− Management games
− Individual presentations
− Objective tests
− The interview

XIME HRM 2008

Background investigations
• Reference checks
− To verify factual information
− Uncover damaging information

XIME HRM 2008