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 it’s 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 it’s done in practice.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–2

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 job’s duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities—one
product of a job analysis.
• Job Specifications
 A list of a job’s “human requirements,” that is, the requisite
education, skills, personality, and so on—another product of a
job analysis.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–3

 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

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–4

 Uses of Job Analysis Information

Recruitment
and selection

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

Training

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–5

 FIGURE 4–1 Uses of Job Analysis Information

Job analysis

Job description
and specification

Recruiting Performance Job evaluation— Training

and selection appraisal wage and salary requirements
decisions decisions
(compensation)

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–6

 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

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–8

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

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–9

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

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–10

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

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–11

 Writing Job Descriptions

Job
identification

Job Job
specifications summary

Sections of a
Typical Job
Working Description Responsibilities and
conditions duties

Standards of Authority of
performance the incumbent

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–12

 Writing Job Specifications

“What human traits and

experience are required to
do this job well?”

Job specifications Job specifications

Job specifications
for trained versus based on statistical
based on judgment
untrained personnel analysis

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–13

 Job Analysis in a Worker-Empowered
World

Job Design:
From Specialized
to Enriched Jobs

Job Job Job

Enlargement Rotation Enrichment

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 4–14