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Job Analysis
Chapter 5
Learning outcomes
Define job analysis and understand its importance in
human resource management
List the steps in job analysis
Identify the different sources in data collection
Job Analysis
Job Analysis defined:
The process of getting detailed information about the
requirements of jobs in organizations to ensure a match
between these requirements and individuals’ aptitudes .
Products resulting from JA:
Job descriptions : TDRs + working conditions , reporting
relationships, supervisory responsibilities
Job specifications: KSABs
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Work
activities
Human Human
requirements behaviors
Information
Collected Via
Job Analysis
Machines, tools,
Job
equipment, and
context
work aids
Performance
standards
Importance of JA to HR Manager
Career Planning
Work Redesign
Job
Analysis
Training &
Recruitment
Development
Recruitment
Performance Appraisal
&Selection
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Understand work-flow
Job
Analysis Make correct
Information hiring decisions
Evaluate performance
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Interviews
Information Sources Some typical questions:
Individual employees What is the job being performed?
Groups of employees What are the major duties of your
position?
Supervisors with What physical locations do you work
knowledge of the job in ?
Advantages What are the education, experience
& skill required?
Quick, direct way to find In what activities you participate?
overlooked information What are the jobs’ responsibilities &
duties?
Disadvantage What are the basic accountabilities
Distorted information or performance standards that typify
your work?
Interview Formats What are the job’s physical
Structured (Checklist) demands?
Are you exposed to any hazards or
Unstructured unusual working conditions?
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Note: Use a
questionnaire like
this to interview job
incumbents, or have
them fill it out.
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Observations
Information Source Disadvantages
Observing and noting the Time consuming
physical activities of Reactivity response distorts
employees as they go about employee behavior
their jobs by managers. Difficulty in capturing
Use observation & entire job cycle
interviewing together Of little use if job involves a
Advantages high level of mental activity
Provides first-hand
information
Reduces distortion
of information
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Diary/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
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Questionnaires
Information Source Advantages
Administer to job Quick and efficient way
incumbents and/or their to gather information
supervisors to describe the from large numbers of
job-related duties and employees
responsibilities
Disadvantages
Questionnaire Formats Expense and time consumed
Structured checklists in preparing and testing the
Open-ended questions
questionnaire
Distortion of information
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Job Analysis
Chapter 5
Learning outcomes
Define job analysis and understand its importance in
human resource management
List the steps in job analysis
Identify the different sources in data collection
29
References
Heneman, Judge, Gerhart, Staffing organizations, (2003),
McGraw Hill
Noe, Hollenbeck, Human resource management, (2006),
McGraw Hill
HRCP program , Workforce Planning & employment, (2009)
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Q&A
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