Job Analysis: Class Objectives

1
Job Analysis Class Objectives

• Develop an Understanding of
• the basic methods of collecting job analysis
  informant
• the job analysis process
• the uses of job analysis information
• conduct a job analysis interview
• how to conduct a job analysis
• how to write a job description

2
What Is Job Analysis (JA)

• JA is a systematic process of collecting
  descriptive information of the tasks
  (activities), duties, responsibilities (TDRs) and
  results required in a job and the knowledge,
  skills abilities (KSAs) an individual must
  possess to perform the job successfully.

3
WHY JOB ANALYSIS

• Jobs are the method of allocating TDRs which must
  be performed in an organization for it to be
  successful and obtain its goals
• Job Requirements and Employee Specifications
  Change
• Organizational Structure Realignment
• New Jobs
• Job Re-design

4
Uses of Job Analysis

• Human Resource Planning (Career Planning)
• Recruitment
• Selection
• Training Development
• Compensation
• Performance appraisal
• Legal Issues/EEO/AA Compliance

5
Job Analysis Information

• What worker does (mental physical TDRs)
• Attributes Required (KSAs)
• Why work is done
• What must be performed
• How the job will be performed
• When and where work is done
• Authority Relationships
• Working Conditions Machines/Equipment
• Job End Results

6
JA Components

• Job group of positions that are identical as to
  their major TDRs
• Position collection of TDRs that comprise a
  single employees work assignment
• Knowledge body of information required to
  perform the job
• Skill level of proficiency (application)
  required in performing a specific task
• Ability trait or capability an individual
  possesses at the time they begin to perform a task

7
JA Implementation Process

• Planning/Organization Stage
• Why (Purpose), who, what, when, where, how
  (technique)
• Do It Stage (Conduct the JA collect job
  information
• Use It Stage
• Use to meet the Purpose
• Develop Job Description (JD)
• Job Requirements Employee Specifications

8
Keys to SuccessfulImplementation

• State the Purpose and Objective
• Communicate to Managers and Employees
• Train Analyst
• Train and Use Subject Matter Experts (SME)

9
Job Analysis Decisions

• Set Objectives - What is the purpose
• Determine Which Jobs to Analyze
• Job Analysis Objective
• Jobs that are highly representative
• Jobs critical to organizational success
• Many applicants or positions
• Specific problems legal, performance,
  compensation, etc..
• New jobs or jobs that have recently changed

10
Job Analysis Decisions (cont.)

• Who Will Perform Job Analysis
• Sources of Data
• Incumbents (Present Job Holders)
• Immediate and Knowledgeable Supervisors
• Third Party Sources (Vendors, Consultants,
  Customers)
• Organizational records (old job descriptions
  organizational charts)
• Outside sources (Dictionary of Occupational
  Titles)

11
Source of Data Incumbents

• Advantages
• Know the job as it is actually done
• Disadvantages
• Low motivation to be involved
• Tendency to exaggerate importance
• Fear Consequences of JA Results
• Inadequate writing or speaking skills

12
Source of DataSupervisors

• Advantages
• Less likely to exaggerate
• Know purpose of job
• Disadvantages
• Know what should be done rather than what is
  actually done
• Often not familiar with new job requirements or
  KSAs

13
JATypes and Methods

• Types of Job Analysis
• Task inventories
• FJA - Functional Job Analysis (Task Oriented)
• PAQ - Position Analysis Questionnaire (Behavioral
  Oriented)
• Methods of Data Collection
• Observation
• Work Samples
• Interview
• Questionnaire

14
End Results of Job Analysis

• Job Descriptions
• Summary of the job duties and responsibilities
• Job (Employee) Specifications
• Knowledge, skills and abilities to necessary to
  perform essential job duties and responsibilities
• What human traits and experiences are required
  to do this job?

15
Elements of the Job Description

• Job Duties
• Listed in order of importance or time required
• Indicates
• weight or value of duties
• results to be accomplished
• tools and equipment used
• Start phrases with active verbs subject implied
• Stress brevity

16
Elements of the Job Description

• Authority Relationships
• Incumbent - who and type of supervision
• Supervisor - who and type of supervision
• Standards of Performance
• Working Conditions (Demands)
• Job Specifications - Knowledge, Skills and
  Abilities To Perform Job