Documente Academic
Documente Profesional
Documente Cultură
Management
ELEVENTH EDITION
GARY DESSLER
Chapter 4
Job Analysis
2008 Prentice Hall, Inc.
All rights reserved.
42
Interview Formats
Individual employees
Structured (Checklist)
Groups of employees
Unstructured
Supervisors with
Advantages
Quick, direct way to find
overlooked information
Disadvantages
Distorted information
43
questionnaires to describe
their job-related duties and
responsibilities
Questionnaire Formats
Structured checklists
Open-ended questions
Advantages
Quick and efficient way to
Disadvantages
Expense and time
consumed in preparing
and testing the
questionnaire
44
physical activities of
employees as they go
about their jobs
Advantages
Provides first-hand
information
Reduces distortion of
information
Disadvantages
Time consuming
Difficulty in capturing entire
job cycle
Of little use if job involves a
45
Advantages
Produces a more complete
Disadvantages
Distortion of information
Depends upon employees
46
Position Analysis
Questionnaire
Department of
Labor (DOL)
Procedure
Functional Job
Analysis
47
Job
Summary
Job
Specifications
Sections of a
Typical Job
Description
Working
Conditions
Standards of
Performance
Responsibilities
and Duties
Authority of the
Incumbent
48
Specifications for
Trained Versus
Untrained
Personnel
Specifications
Based on
Judgment
Specifications
Based on
Statistical
Analysis
49
Job
Enlargement
Job
Rotation
Job
Enrichment
410
Flattening the
Organization
Reengineering
Business
Processes
411
KEY TERMS
job analysis
job description
job specifications
organization chart
process chart
diary/log
position analysis questionnaire
(PAQ)
U.S. Department of Labor (DOL)
job analysis procedure
functional job analysis
Standard Occupational
Classification (SOC)
job enlargement
job rotation
job enrichment
dejobbing
boundaryless organization
reengineering
competencies
competency-based job analysis
performance management
412