THE FUTURE OF

JOB ANALYSIS

• RIDA ZAINAB
• TAJAMUL HUSSAIN
• SANA SHOUKAT
• MAHAM RUBAB
CHANGING CONDITIONS WHICH
IMPACT THE JOB ANALYSIS

SOCIETAL TECHNOLOGICAL BUSINESS

CHANGES CHANGES CHANGES
SOCIETAL CHANGES

DEMOGRAPHIC CHANGES
• Growing women
• Racial and Ethnic Diversity
• Dual career families
• Increasing levels of
educational attainment
• Creates demands for new
opportunities
 DIVERSITY

• More women
• Millennial's turned into biggest generation in
workforce back in 2015
• Strategic Market Advantage
• One size fits all does not work
• Work models, compensation and benefits,
recognition and motivation programs
TECNOLOGICAL CHANGES

Robots Automation

HR Departments
Demolishing
need more
jobs
innovation
BUSINESS ENVIRONMENT

CHANGE
• Globalization
• TQM, JIT, Lean Manufacturing
• Skills-based hiring
• Servitization
• Fluid work with dynamic KSAOs
• Teamwork and self-managing
teams
• Boundaryless organizations and
decentralized authority
• Evaluation of results rather than
work processes
IMPLICATIONS FOR JOBS AND
WORK/JOB ANALYSIS

• Changing working environment

• Involvement of new technology to
job analysis process
• Criticism of job analysis for
increasing boundaries
• Work analysis – more inclusive term
• More flexible for the worker
• Job crafting
 DESCRIPTORS

• What descriptors must we add to capture the essence of

jobs that are increasingly flexible, complex, team
oriented, and infused with new technology?
• Competency modelling
• A top-down approach
• Aspirational and oriented toward future goals of the
organization
• Integrates multiple KSOAs into broad competencies
• Results in listing of behavioral themes common to multiple
jobs and/or
• professions
DESCRIPTORS (Contd.)

• Flexibility
• define jobs more inclusively (all that a worker might do
in a given time period)
• base the analysis on broad characteristics required by
the work rather than on more narrow characteristics
required by specific tasks
• focus on attributes that are important regardless of
tasks
PERSONAL CHARACTERISTICS

• OCEAN Theory – Big

Five Personality Traits
• Openness to new
experience
• Conscientious
• Extroversion
• Agreeableness
• Neuroticism
INTERPERSONAL RELATIONS

 Positive work-related outcomes

i.e. improved job performance.
 Effective team-work
 O*NET has many descriptor
domains related to intrapersonal
relationships
 Team
 Customer Service
 Culture
 ROLES

• Work analysis should be defined as:

• Work role requirements
• Broader context within which work roles are enacted
• Mintzberg described three general types of roles
TYPES OF ROLES

1. Interpersonal roles: 2. Informational roles:

• Figurehead • Monitor
• Leader • Disseminator
• Lainson • Representative
3. Decisional role: 4. Team roles
• Task ( contractor, creator, contributor ,
• Entrepreneur completer , critic )
• Resource • Social ( cooperator , communicator ,
calibrator)
• Disturbance handler
• Boundary spanning ( consul,
coordinator )
JOB DESIGN FEATURES

• Connections:
 Traditional job analysis focus on what task are
performed in a job but don’t focus on what
are connection between them.
• Mental representation:
 New technique is developed
 cognitive task analysis for better
understanding of mental activities
 focus on the mental representations that
people have of their work and how they use
such representations to achieve their work
goals.
 JOB DESIGN FEATURES

Flowchart and time charts:

• flowchart shows how the work is done to
achieve a specific goals and show the
relationship of task.
New scales:
• scales centered on how feasible it is to
outsource the task may be useful in future
job analyses ,
• strategic mission of the organization ,
• scales that assess the impact of the task on
customer service outcomes might be used.
SOURCES OF GATHERING
INFORMATION

Customers Specialists Computers

METHODS OF COLLECTING DATA

Data collect through

observing the work,
Interview with individuals/panels and
responses to questionnaires.

Computer networks
Use of network such as internet
Paper-and-pencil test way to point-and-click test
Virtual meeting rather than face to face meeting
Much cheaper
FORCASTING

•By using different methods people

have to make their best guess
about what the job will be.
• Ask a panel to make ratings of
current and future tasks
• Simulation(Hypothetical
scenario)
UNITS OF ANALYSIS

• Time-and –motion studies used

elemental motions as the primary
units of analysis.
• Closeness or connectedness is
relatively new unit of analysis.
o Used for training selection, job
design
o Assessing expertise training
certification training evaluation or
standard for job performance.
DISSEMINATION, STORAGE AND
RETRIEVAL

• Job analysis data come in handy for legal reasons, need

to storage information so it can be retrieved if needed.
• O*NET
1. Written copies of a formal report
2. Online storage
3. key recipients
4. Periodic retrieval
Thankyou!
