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Desslerhrm Job Analysis
Desslerhrm Job Analysis
Chapter 4
Job Analysis
GARY DESSLER
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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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,
Job Specifications
A list of a jobs human requirements, that is, the requisite
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Human behaviors
Performance standards
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EEO compliance Information Collected via Job Analysis Discovering unassigned duties
Compensation
Performance appraisal
Training
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FIGURE 41
Job analysis
Performance appraisal
Training requirements
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Decide how youll use the information. Review relevant background information. Select representative positions. Actually analyze the job. Verify the job analysis information. Develop a job description and job specification.
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3 4 5 6
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Interviews
Questionnaires
Observations
Diaries/Logs
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Interview Formats
Structured (Checklist) Unstructured
Supervisors with
Advantages
Quick, direct way to find
overlooked information
Disadvantage
Distorted information
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Advantages
Quick and efficient way
Questionnaire Formats
Structured checklists Open-ended questions
Disadvantages
Expense and time
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FIGURE 43
Note: Use a questionnaire like this to interview job incumbents, or have them fill it out.
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FIGURE 43
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Advantages
Provides first-hand
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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Advantages
Produces a more complete
chronological diary or log of what they do and the time spent on each activity
Disadvantages
Distortion of information
Depends upon employees
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FIGURE 45
The 194 PAQ elements are grouped into six dimensions. This exhibit lists 11 of the information input questions or elements. Other PAQ pages contain questions regarding mental processes, work output, relationships with others, job context, and other job characteristics.
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geographically dispersed employees Requires less time than face-to-face interviews Collects information with minimal intervention or guidance
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Job summary
Working conditions
Standards of performance
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Preparation date
Preparer
Job Summary
General nature of the job Major functions/activities
Relationships
Reports to:
successfully
Supervises:
Works with: Outside the company:
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FIGURE 48
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FIGURE 49
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performance.
2. Select personal traits that you believe should
performance.
5. Statistically analyze the relationship between the
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Job Enlargement
Job Rotation
Job Enrichment
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performance of a job.
and activities. Identify critical incidents that pinpoint success on the job.
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Note: The lighter color boxes within the individual columns indicate the minimum level of skill required for the job.
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KEY TERMS
job analysis job description
job specifications
organization chart process chart diary/log position analysis questionnaire (PAQ) Standard Occupational Classification (SOC) job enlargement
job rotation
job enrichment competency-based job analysis
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