Job Analysis Job Design - Human Resource Management and Supervision - Business Administration/ Accounting and Management technology

Job Analysis
Purpose
To obtain detailed information about a jobs currently
done with regards to the duties, tasks, activities AND
the skills, knowledge and abilities (SKAs) required to
do the job
Outcome
A written job description
Goal
To improve organizational performance and
productivity AND lead to more objective HR decisions

Job Analysis Process
???? WHERE do you get job information?
• employee • supervisor
???? WHAT job information should be collected?
• tasks • duties • responsibilities • equipment used
• skills & knowledge required • experience required
???? WHAT do you do with the information?
Compile a job description that includes –
• job title • job summary
• list of job duties and responsibilities
• job specifications

Job Analysis is the cornerstone of HRM because it
serves (used for) so many HRM processes

key info about job analysis
Job analysis …
• is performed by trained HR specialists
(a job analyst)
– or by line manager (if has strong analytical abilities)
• is NOT an evaluation of performance
• uses different methods to obtain the
information necessary
Job Analysis Methods
• OBSERVATION METHOD
• job analyst watches employees directly
Pro: first-hand information
Con: workers cannot function efficiently when being
watched
• INDIVIDUAL INTERVIEW METHOD
• job incumbents are selected and interviewed
Pro: effective for assessing what the job entails
Cons: - very time consuming
- individuals may inflate the importance or
number of

Job Analysis Methods
• OBSERVATION METHOD
• job analyst watches employees directly
Pro: first-hand information
Con: workers cannot function efficiently when being
watched
• INDIVIDUAL INTERVIEW METHOD
• job incumbents are selected and interviewed
Pro: effective for assessing what the job entails
Cons: - very time consuming
- individuals may inflate the importance or
number of tasks required for their job

Job Analysis Methods
• GROUP INTERVIEW METHOD
• meeting with a number of employees to collectively
determine what the job entails
Pro: increases accuracy
Con: group dynamics may hinder effectiveness
(prevent a “venting” session)
• STRUCTURED QUESTIONNAIRE METHOD
• workers check or rate items they do on their job
from a long list of possible tasks
Pro: very effective for gathering information
Cons: - overlooks exceptions
- must allow employees to have questions clarified

TECHNICAL CONFERENCE METHOD
• supervisors with extensive knowledge of the job
provide information
Pro: job characteristics are obtained from “experts”
Con: overlooks the incumbents’ perception of the job
• DIARY METHOD
• requires incumbents to record their daily activities
Pro: provides considerable information
Cons:- intrusive, very time-consuming for the incumbent
- very time-consuming to sort and analyze the data

TECHNICAL CONFERENCE METHOD
• supervisors with extensive knowledge of the job
provide information
Pro: job characteristics are obtained from “experts”
Con: overlooks the incumbents’ perception of the job
• DIARY METHOD
• requires incumbents to record their daily activities
Pro: provides considerable information
Cons:- intrusive, very time-consuming for the incumbent
- very time-consuming to sort and analyze the data

NOTE
• The 6 job analysis methods are NOT
mutually exclusive
• The best results are usually achieved with
some combination of methods

Outcome: The Job Description
Job description components
? Job Title
should be descriptive – provides an indication of what the duties might be
? Job Summary
A few sentences describing the overall purpose of the job - why it exists
? List of Duties and Responsibilities
Descriptive statements - usually in order of importance
? Job Specifications
The specific skills, knowledge and abilities required to successfully perform
the job

StudyUp Author: James Bagshaw
Business Administration, Accounting and Management Technology
Major: Business Administration

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