human resource management_gary dessler

8/19/2019 Human Resource Management_Gary Dessler

1/46

GARY DESSLER

HUMAN RESOURCE MANAGEMENTGlobal Edition 12e

Chapter 4

Job Analysis

PowerPoint Presentation by Charlie CookThe University of West AlabamaCopyright © 2011 Pearson Education

art 2 Re!r"it#ent and la!e


2/46

Copyright © 2011 Pearson Education 4 2

1.1. Discuss the nature of job analysis, inclu in! what it isDiscuss the nature of job analysis, inclu in! what it isan how it"s use .an how it"s use .

#.#. Use at least three metho s of collectin! job analysisUse at least three metho s of collectin! job analysisinformation, inclu in! interviews, $uestionnaires, aninformation, inclu in! interviews, $uestionnaires, anobservation.observation.

%.%. Write job escri&tions, inclu in! summaries an jobWrite job escri&tions, inclu in! summaries an jobfunctions, usin! the 'nternet an tra itional metho s.functions, usin! the 'nternet an tra itional metho s.

(.(. Write a job s&ecification.Write a job s&ecification.

).). *+&lain job analysis in a worker-em&owere worl ,*+&lain job analysis in a worker-em&owere worl ,inclu in! what it means an how it"s one in &ractice.inclu in! what it means an how it"s one in &ractice.

LEARNING OUTCOMESLEARNING OUTCOMES


3/46

Copyright © 2011 Pearson Education 4 !

W/*0* W* A0* 2W3


4/46


The $asi!s o% Job Analysis& Ter#sThe $asi!s o% Job Analysis& Ter#s4 5ob Analysis5ob Analysis

The &roce ure for eterminin! the uties an skill re$uirementsThe &roce ure for eterminin! the uties an skill re$uirementsof a job an the kin of &erson who shoul be hire for it.of a job an the kin of &erson who shoul be hire for it.

4 5ob Descri&tion5ob Descri&tion A list of a job"s uties, res&onsibilities, re&ortin! relationshi&s, A list of a job"s uties, res&onsibilities, re&ortin! relationshi&s,

workin! con itions, an su&ervisory res&onsibilities6oneworkin! con itions, an su&ervisory res&onsibilities6one&ro uct of a job analysis.&ro uct of a job analysis.

4 5ob 7&ecifications5ob 7&ecifications A list of a job"s human re$uirements, that is, the re$uisite A list of a job"s human re$uirements, that is, the re$uisitee ucation, skills, &ersonality, an so on6another &ro uct of ae ucation, skills, &ersonality, an so on6another &ro uct of a

job analysis. job analysis.


5/46

Copyright © 2011 Pearson Education 4 "

Types o% 'n%or#ation Colle!tedTypes o% 'n%or#ation Colle!ted

Workactivities

Human

behaviors

Human

requirements

Jobcontext

Machines, tools,equipment, and

work aids

Performancestandards

#n$or%ationCo&&ected 'ia(o) Ana&ysis


6/46

Copyright © 2011 Pearson Education 4 *

Uses o% Job Analysis 'n%or#ationUses o% Job Analysis 'n%or#ation

Recruitmentand selection

Compensation!

compliance

"iscoverin#unassi#ned

duties

Performanceappraisal

$rainin#

#n$or%ationCo&&ected +ia(o) Ana&ysis


7/46Copyright © 2011 Pearson Education 4 ,

-#G.RE 4 1 Uses of 5ob Analysis 'nformation

Job anal%sis

Job descriptionand speci&cation

Recruitin#and selection

decisions

Performanceappraisal

Job evaluation'wa#e and salar%

decisions(compensation)

$rainin#requirements


8/46Copyright © 2011 Pearson Education 4 /

Steps in Job AnalysisSteps in Job Analysis

1

2

!

4

"

*teps in doin# a +obanal%sis

0eview relevant back!roun information.

Deci e how you"ll use the information.

7elect re&resentative &ositions.

Actually analy8e the job.

9erify the job analysis information.

* Develo& a job escri&tion an job s&ecification.


9/46

Copyright © 2011 Pearson Education 4

-#G.RE 4 2 Process Chart for Analy8in! a 5ob"s Workflow


10/46


Colle!tin( Job Analysis 'n%or#ationColle!tin( Job Analysis 'n%or#ation

-nterviews .uestionnaires !bservations

Methods for Collectin# Job /nal%sis-nformation

"iaries01o#s


11/46


Job Analysis& 'nter)ie*in( Job Analysis& 'nter)ie*in(G"idelinesG"idelines4 The job analyst an su&ervisor shoul work to!etherThe job analyst an su&ervisor shoul work to!ether

to i entify the workers who know the job best.to i entify the workers who know the job best.

4 :uickly establish ra&&ort with the interviewee.:uickly establish ra&&ort with the interviewee.

4 ;ollow a structure !ui e or checklist, one that lists;ollow a structure !ui e or checklist, one that lists

o&en-en e $uestions an &rovi es s&ace for answers.o&en-en e $uestions an &rovi es s&ace for answers.4 Ask the worker to list his or her uties in or er Ask the worker to list his or her uties in or er

of im&ortance an fre$uency of occurrence.of im&ortance an fre$uency of occurrence.

4 After com&letin! the interview, review an verify After com&letin! the interview, review an verifythe ata.the ata.


12/46


13/46

Copyright © 2011 Pearson Education 4 1!

Methods %or Colle!tin( Job AnalysisMethods %or Colle!tin( Job Analysis'n%or#ation& +"estionnaires'n%or#ation& +"estionnaires4 'nformation 7ource'nformation 7ource

/ave em&loyees fill out/ave em&loyees fill out$uestionnaires to escribe$uestionnaires to escribetheir job-relate uties antheir job-relate uties an

res&onsibilitiesres&onsibilities

4 :uestionnaire ;ormats:uestionnaire ;ormats7tructure checklists7tructure checklists

2&en-en e $uestions2&en-en e $uestions

4 A vanta!es A vanta!es:uick an efficient way:uick an efficient wayto !ather informationto !ather informationfrom lar!e numbers offrom lar!e numbers of

em&loyeesem&loyees

4 Disa vanta!esDisa vanta!es*+&ense an time*+&ense an timeconsume in &re&arin! anconsume in &re&arin! an

testin! the $uestionnairetestin! the $uestionnaire


14/46


-#G.RE 4 ! 5ob Analysis :uestionnaire for Develo&in! 5ob Descri&tions

Note: Use a$uestionnaire likethis to interview jobincumbents, or havethem fill it out.


15/46

Copyright © 2011 Pearson Education 4 1"

-#G.RE 4 ! 5ob Analysis :uestionnaire for Develo&in! 5ob Descri&tions =cont" >


16/46

Copyright © 2011 Pearson Education 4 1*

-#G.RE 4 4 *+am&le of Position?5ob Descri&tion 'nten e for Use 2nline


17/46

Copyright © 2011 Pearson Education 4 1,

-#G.RE 4 4 *+am&le of Position?5ob Descri&tion 'nten e for Use 2nline =cont" >


18/46

Copyright © 2011 Pearson Education 4 1/

Methods %or Colle!tin( Job AnalysisMethods %or Colle!tin( Job Analysis'n%or#ation& Obser)ation'n%or#ation& Obser)ation4 'nformation 7ource'nformation 7ource

2bservin! an notin! the2bservin! an notin! the&hysical activities of&hysical activities ofem&loyees as they !oem&loyees as they !o

about their jobs byabout their jobs bymana!ers.mana!ers.

4 A vanta!es A vanta!esProvi es first-hanProvi es first-haninformationinformation0e uces istortion0e uces istortion

of informationof information4 Disa vanta!esDisa vanta!es

Time consumin!Time consumin!0eactivity res&onse istorts0eactivity res&onse istorts

em&loyee behavior em&loyee behavior Difficulty in ca&turin!Difficulty in ca&turin!entire job cycleentire job cycle2f little use if job involves a2f little use if job involves ahi!h level of mental activityhi!h level of mental activity


19/46


Methods %or Colle!tin( Job AnalysisMethods %or Colle!tin( Job Analysis'n%or#ation& arti!ipant'n%or#ation& arti!ipant

,iaries-.o(s,iaries-.o(s4 'nformation 7ource'nformation 7ourceWorkers kee& aWorkers kee& achronolo!ical iary or lo!chronolo!ical iary or lo!of what they o an theof what they o an the

time s&ent on each activitytime s&ent on each activity

4 A vanta!es A vanta!esPro uces a more com&letePro uces a more com&lete&icture of the job&icture of the job*m&loyee &artici&ation*m&loyee &artici&ation

4 Disa vanta!esDisa vanta!esDistortion of informationDistortion of informationDe&en s u&on em&loyeesDe&en s u&on em&loyeesto accurately recall theirto accurately recall their

activitiesactivities


20/46


+"antitati)e Job Analysis+"antitati)e Job AnalysisTe!hni/"esTe!hni/"es

Position /nal%sis.uestionnaire

2unctional Job/nal%sis

.uantitative Job/nal%sis

"epartment of1abor ("!1)

Procedure


21/46


-#G.RE 4 " Portion of a Com&lete Pa!e from the Position Analysis :uestionnaire

The 1@( PA: elements are!rou&e into si+ imensions.This e+hibit lists 11 of the

information in&ut $uestionsor elements. 2ther PA:&a!es contain $uestionsre!ar in! mental &rocesses,

work out&ut, relationshi&swith others, job conte+t, another job characteristics.


22/46


23/46


-#G.RE 4 * 7am&le 0e&ort ase on De&artment of Babor 5ob Analysis Techni$ue


24/46


'nternet0$ased Job Analysis'nternet0$ased Job Analysis4 A vanta!es A vanta!es

Collects information in a stan ar i8e format fromCollects information in a stan ar i8e format from!eo!ra&hically is&erse em&loyees!eo!ra&hically is&erse em&loyees0e$uires less time than face-to-face interviews0e$uires less time than face-to-face interviewsCollects information with minimal intervention or !ui anceCollects information with minimal intervention or !ui ance


25/46


-#G.RE 4 , 7electe 2 *T


26/46

Copyright © 2011 Pearson Education 4 2*

ritin( Job ,es!riptionsritin( Job ,es!riptions

Jobidenti&cation

Jobsummar%

Responsibilitiesand duties

/uthorit% ofthe incumbent

*tandards ofperformance

Workin#conditions

Jobspeci&cations

Sections o$ aypica& (o)

Description


27/46

Copyright © 2011 Pearson Education 4 2,

The Job ,es!riptionThe Job ,es!ription4 5ob ' entification5ob ' entification

5ob title5ob title;B7A status section;B7A status section

Pre&aration atePre&aration ate

Pre&arer Pre&arer

4 5ob 7ummary5ob 7ummary

Decision-makin! authorityDecision-makin! authority

Direct su&ervisionDirect su&ervision

u !etary limitationsu !etary limitations4 7tan ar s of Performance7tan ar s of Performance

an Workin! Con itionsan Workin! Con itionsWhat it takes to o the jobWhat it takes to o the jobsuccessfullysuccessfully


28/46

Copyright © 2011 Pearson Education 4 2/

-#G.RE 4 / 7am&le 5ob Descri&tion, Pearson * ucation


29/46


-#G.RE 4 / 7am&le 5ob Descri&tion, Pearson * ucation =cont" >


30/46

Copyright © 2011 Pearson Education 4 !0

-#G.RE 4 arketin! ana!er Descri&tion from7tan ar 2ccu&ational Classification


31/46


Usin( the 'nternet %or ritin( JobUsin( the 'nternet %or ritin( Job,es!riptions,es!riptions


32/46


A LE 4 2 72C ajor


33/46

Copyright © 2011 Pearson Education 4 !!

ritin( Job ,es!riptions !ont3dritin( Job ,es!riptions !ont3d7te& 1.7te& 1. Deci e on a PlanDeci e on a Plan

7te& #.7te& #. Develo& an 2r!ani8ation ChartDevelo& an 2r!ani8ation Chart

7te& %.7te& %. Use a 7im&lifie 5ob Analysis :uestionnaireUse a 7im&lifie 5ob Analysis :uestionnaire

7te& (.7te& (. 2btain Bist of 5ob Duties from 2 *T2btain Bist of 5ob Duties from 2 *T

7te& ).7te& ). Com&ile the 5ob"s /uman 0e$uirementsCom&ile the 5ob"s /uman 0e$uirementsfrom 2 *Tfrom 2 *T

7te& F.7te& F. ;inali8e the 5ob Descri&tion;inali8e the 5ob Descri&tion


34/46


-#G.RE 4 10 Preliminary 5ob Descri&tion :uestionnaire


36/46


38/46

Copyright © 2011 Pearson Education 4 !/

ritin( Job Spe!i6!ationsritin( Job Spe!i6!ations

Job speci&cationsfor trained versus

untrainedpersonnel

Job speci&cationsbased on

statistical anal%sis

3What human traitsand experience are

required to do this +obwell45

Job speci&cationsbased on

+ud#ment


39/46

Copyright © 2011 Pearson Education 4 !

ritin( Job Spe!i6!ations !ont3dritin( Job Spe!i6!ations !ont3d4 7te&s in the 7tatistical A&&roach7te&s in the 7tatistical A&&roach

1.1. Analy8e the job an eci e how to measure job Analy8e the job an eci e how to measure job&erformance.&erformance.

#.#. 7elect &ersonal traits that you believe shoul7elect &ersonal traits that you believe shoul

&re ict successful &erformance.&re ict successful &erformance.%.%. Test can i ates for these traits.Test can i ates for these traits.

(.(. easure the can i ates" subse$uent jobeasure the can i ates" subse$uent job&erformance.&erformance.

).). 7tatistically analy8e the relationshi& between the7tatistically analy8e the relationshi& between thehuman traits an job &erformance.human traits an job &erformance.


40/46


Job Analysis in a or7er0 Job Analysis in a or7er0E#po*ered orldE#po*ered orld

Jobnlar#ement

Jobnrichment

Job "esi#n2rom *peciali6ed

to nriched Jobs

JobRotation


41/46


Other Chan(es at or7 Other Chan(es at or7

2lattenin# theor#ani6ation

Reen#ineerin#

businessprocesses

Chan#in# the!r#ani6ation and

-ts *tructure

7sin# self8

mana#ed workteams


42/46


Co#peten!y0$ased Job AnalysisCo#peten!y0$ased Job Analysis4 Com&etenciesCom&etencies

Demonstrable characteristics of a &erson that enableDemonstrable characteristics of a &erson that enable&erformance of a job.&erformance of a job.

4 0easons for Com&etency- ase 5ob Analysis0easons for Com&etency- ase 5ob Analysis

To su&&ort a hi!h-&erformance work system =/PW7>.To su&&ort a hi!h-&erformance work system =/PW7>.To create strate!ically-focuse job escri&tions.To create strate!ically-focuse job escri&tions.

To su&&ort the &erformance mana!ement &rocess inTo su&&ort the &erformance mana!ement &rocess infosterin!, measurin!, an rewar in!Efosterin!, measurin!, an rewar in!E


43/46


Ho* to rite Job Co#peten!ies0Ho* to rite Job Co#peten!ies0$ased Job ,es!riptions$ased Job ,es!riptions

4 'nterview job incumbents an their su&ervisors'nterview job incumbents an their su&ervisors Ask o&en-en e $uestions about job res&onsibilities Ask o&en-en e $uestions about job res&onsibilitiesan activities.an activities.

' entify critical inci ents that &in&oint success on the' entify critical inci ents that &in&oint success on the job. job.

4 Use off-the-shelf com&etencies atabanksUse off-the-shelf com&etencies atabanks


44/46


-#G.RE 4 11 The 7kills atri+ for 2ne 5ob at P

oteE The li!hter color bo+es within the in ivi ual columns in icatethe minimum level of skill re$uire for the job.


45/46


9 : $ R M *

job analysis

job escri&tion

job s&ecifications

or!ani8ation chart

&rocess chartiary?lo!

&osition analysis $uestionnaire =PA:>

7tan ar 2ccu&ational Classification =72C>

job enlar!ement job rotation

job enrichment

com&etency-base job analysis


46/46

A&& rights reser+ed3 o part o$ this pu)&ication %ay )e reproduced5stored in a retrie+a& syste%5 or trans%itted5 in any $or% or )y any

%eans5 e&ectronic5 %echanica&5 photocopying5 recording5 orother6ise5 6ithout the prior 6ritten per%ission o$ the pu)&isher3

Printed in the .nited States o$ A%erica3

human resource management_gary dessler

Documents