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Chapter 4
Job Analysis
GARY DESSLER
LEARNING OUTCOMES
1. Discuss the nature of job analysis, including what it is
and how its used.
2. Use at least three methods of collecting job analysis
information, including interviews, questionnaires, and
observation.
3. Write job descriptions, including summaries and job
functions, using the Internet and traditional methods.
4. Write a job specification.
5. Explain job analysis in a worker-empowered world,
including what it means and how its done in practice.
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of a job and the kind of person who should be hired for it.
Job Description
A list of a jobs duties, responsibilities, reporting relationships,
Job Specifications
A list of a jobs human requirements, that is, the requisite
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Human
requirements
Information
Collected Via
Job Analysis
Job
context
Human
behaviors
Machines, tools,
equipment, and
work aids
Performance
standards
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EEO
compliance
Discovering
unassigned
duties
Compensation
Information
Collected via
Job Analysis
Performance
appraisal
Training
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FIGURE 41
Job analysis
Job description
and specification
Recruiting
and selection
decisions
Performance
appraisal
Job evaluation
wage and salary
decisions
(compensation)
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Training
requirements
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FIGURE 42
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Interviews
Questionnaire
s
Observations
Diaries/Logs
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Interview Formats
Individual employees
Structured (Checklist)
Groups of employees
Unstructured
Supervisors with
Advantages
Quick, direct way to find
overlooked information
Disadvantage
Distorted information
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questionnaires to describe
their job-related duties and
responsibilities
Questionnaire Formats
Structured checklists
Open-ended questions
Advantages
Quick and efficient way
to gather information
from large numbers of
employees
Disadvantages
Expense and time
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FIGURE 43
Note: Use a
questionnaire like
this to interview job
incumbents, or have
them fill it out.
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FIGURE 43
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FIGURE 44
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FIGURE 44
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Advantages
Provides first-hand
physical activities of
employees as they go
about their jobs by
managers.
information
Reduces distortion
of information
Disadvantages
Time consuming
Reactivity response distorts
employee behavior
Difficulty in capturing
entire job cycle
Of little use if job involves a
high level of mental activity
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Disadvantages
Distortion of information
Depends upon employees
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Position Analysis
Questionnaire
Department of
Labor (DOL)
Procedure
Functional Job
Analysis
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FIGURE 45
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TABLE 41
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FIGURE 46
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FIGURE 47
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Job
summary
Job
specifications
Working
conditions
Standards of
performance
Sections of a
Typical Job
Description
Responsibilities
and duties
Authority of
the incumbent
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Job Summary
General nature of the job
Major functions/activities
Relationships
Reports to:
Supervises:
Standards of Performance
and Working Conditions
What it takes to do the job
successfully
Works with:
Outside the company:
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FIGURE 48
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FIGURE 48
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FIGURE 49
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TABLE 42
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Job specifications
for trained versus
untrained
personnel
Job specifications
based on
judgment
Job specifications
based on
statistical analysis
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performance.
2. Select personal traits that you believe should
performance.
5. Statistically analyze the relationship between the
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Job
Enlargement
Job
Rotation
Job
Enrichment
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Changing the
Organization and
Its Structure
Flattening the
organization
Reengineering
business
processes
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performance of a job.
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and activities.
Identify critical incidents that pinpoint success on the
job.
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Note: The lighter color boxes within the individual columns indicate
the minimum level of skill required for the job.
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KEY TERMS
job analysis
job description
job specifications
organization chart
process chart
diary/log
position analysis questionnaire (PAQ)
Standard Occupational Classification (SOC)
job enlargement
job rotation
job enrichment
competency-based job analysis
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