Chapter 4 Analyzing Jobs

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Chapter 4Analyzing Jobs
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HRM and Competitive Advantage
HR Planning Job Analysis
Recruitment Selection
Output Retention Legal Compliance Company Image
Competence Motivation Work Attitudes
Cost Leadership Product Differentiation
Training/Develop. Performance App. Compensation Pr
oductivity Imp.
Workplace Justice Unions Safety
Health International
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Linking Job Analysis Practices to Competitive
Advantage
Competent, Motivated Employees With Positive Job
Attitudes
Effective Job Analysis
Competitive Advantage
Job-Related HRM
Minimized HRM-Related Lawsuits
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Uses of Job Analysis
Training Development
Recruitment/ Selection
Performance Appraisal
Compensation
Job Analysis Foundations
Performance Improvement Programs
Employee Discipline
Safety Health
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Job Analysis Decisions

• What type of information will be collected?
• How will the information be collected?
• How will the information be recorded or
  documented?

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Job Analysis Information
Worker Requirements knowledge, skills, abilities
Job Context plant assembly line
Job Content assemble boxes
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Job Content Information

• What the worker does
• The purpose of the action
• The tools, equipment, or machinery used in the
  process
• Task importance
• Expected performance levels
• Training needed

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Job Context

• Reporting relationships
• Supervision received
• Judgment
• Authority
• Personal contacts
• Working conditions
• Physical demands
• Personal demands

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Worker Requirements Information

• Knowledge
• Skills
• Ability
• Personal characteristics
• Credentials

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How to Gather Job Information

• Interviews
• Observation
• Questionnaires

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Job Analysis Interview
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Strengths of Job Analysis Interview

• Most frequently used
• Can be used to collect all types of job analysis
  information
• The only way to collect some types of job
  analysis information

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Weakness of Job Analysis Interview

• Incumbents may inflate their jobs
• May reveal only a superficial view of the job
• Time consuming

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Job Analysis Observation
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Job Analysis Observation Strengths

• Can determine real rather than estimated time
  spent on tasks
• Not subject to self-report biases or
  misunderstandings
• Can check consistency of results by comparing
  notes
• Useful for complex jobs
• Useful for identifying subtasks

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Job Analysis Observation Weaknesses

• Irregularly performed tasks are difficult to
  capture.
• Not all tasks are observable.
• Some workers behave atypically when observed.

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Job Analysis Questionnaires
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Types of Job Analysis Questionnaires

• Job analysis inventory
• Task inventory
• Ability inventory

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Job Analysis Questionnaires Strengths

• Can get information from several people
  simultaneously
• Information can be collected quickly
• Can be used to group jobs
• Can be used to determine workers training needs

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Job Analysis Questionnaires Weaknesses

• Limited applicability
• Bias and self-inflated responses are possible

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Determining How Job Analysis Information will be
Recorded

• Job descriptions---general purpose
• Job descriptions---special purpose
• Ability Requirements Approach
• Position Analysis Questionnaire
• Critical Incident Technique
• Versatile Job Analysis

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General Purpose Job Description
Job Identification Job Summary Essential
Functions Job Specifications
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General Purpose Job Descriptions

• Strengths
• Vital HRM tool
• Can be used for many purposes

• Weaknesses
• Brief
• Deficient for some purposes

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VERJAS

• Duties
• Tasks
• Task ratings
• importance
• needed training
• Job context
• Competencies

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Ability Requirements Approach

• Mental abilities
• Perception abilities
• Psychomotor abilities
• Physical abilities
• Sensory abilities

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Ability Requirements Approach

• Strengths
• Useful for employee selection
• Can be used to set medical standards for jobs
• Comprehensive research based

• Weaknesses
• Information limited in scope
• Does not provide job context information
• Does not specify knowledge skills needed for a
  job

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Position Analysis Questionnaire
operating machines equipment
decision, communicating, general
responsibilities
work environment
public/customer contacts
clerical-related activities
supervising, directing, estimating
Job
technical-related activities
physical activities
service-related activities
work schedules
aware of work environment
routine repetitive activities
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Position Analysis Questionnaire

• Strengths
• Useful for compensation
• Can group jobs into families
• Versatile

• Weaknesses
• Not as useful for grouping jobs for selection
• Does not identify tasks or skills

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How to Obtain Critical Incidents

• Think of a specific performance incident that
  gave you some feeling about how well an
  individual was doing his/her job.
• What were the circumstances leading up to the
  incident?
• What specifically did the individual do that made
  you feel he/she was a good, average, or poor
  performer?

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Critical Incidents

• Strengths
• Useful for identifying selection criteria
• Useful for identifying training needs

• Weaknesses
• Does not provide a complete job description
• Time consuming

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Line Managers and Job Analysis

• Help complete the job analysis.
• Implement job analysis results.
• Communicate job responsibilities.
• Review and maintain accuracy of job descriptions.

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When Managers do Job Analysis

• 1. State the purpose of the interview.
• 2. Structure the interview.
• 3. Steer the interview.
• 4. Record the interview.
• 5. Close the interview.

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Documenting Job Analysis Information with VERJAS

• 1. Identify duties.
• 2. Identify tasks.
• 3. Evaluate tasks.
• 4. Evaluate job context.
• 5. Evaluate worker competencies (worker
  requirements).

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HRM Department and Job Analysis

• Gain upper management support.
• Plan and implement the job analysis project.

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Planning and Implementing a Job Analysis Project

• Determine goals and objectives.
• Choose methods for collecting and recording job
  analysis information.
• Select subject-matter experts.
• Gather data.

• Establish a project schedule.
• Document the data.
• Disseminate the information.
• Manage the study.