Human Resource Theory & Practice
Job Analysis
Talent Management
• talent management as the holistic, integrated, results and goal-oriented
process of planning, recruiting, selecting, developing, managing, and co
mpensating employees
THE BASICS OF JOB ANALYSIS
• Job Analysis
– The procedure for determining the duties and skill requirements of a job and the kind
of person who should be hired for it.
• Job Description
– A list of a job’s duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one product of a job analysis.
• Job Specifications
– A list of a job’s “human requirements,” that is, the requisite education, skills, personali
ty, and so on—another product of a job analysis
Types of Information Collected
Work
activities
Human requirements Human
behaviors
Information Collected
Via Job Analysis
Job Machines, tools, equipment,
context and work aids
Performance standards
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Uses of Job Analysis Information
Recruitment
and selection
EEO
compliance Compensation
Information Collected
via Job Analysis
Discovering unassigned
Performance appraisal
duties
Training
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Collecting Job Analysis Information
Methods for Collecting Job Analysis Information
Interviews Questionnaires Observations Diaries/Logs
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Job Analysis: Interviewing Guidelines
• The job analyst and supervisor should work together
to identify the workers who know the job best.
• Quickly establish rapport (a close and harmonious relation
ship in which the people or groups concerned understand
each other's feelings or ideas and communicate well) with
the interviewee.
• Follow a structured guide or checklist, one that lists
open-ended questions and provides space for answers.
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• Ask the worker to list his or her duties in order
of importance and frequency of occurrence.
• After completing the interview, review and verify
the data.
Methods for Collecting Job Analysis Information
• Information Sources The Interview
– Individual employees
• Interview Formats
– Groups of employees – Structured (Checklist)
– Supervisors with knowledge of the job – Unstructured
• ADVANTAGES
– Quick, direct way to find overlooked inf
ormation
• DISADVANTAGE
– Distorted information
– Could be false and twisted information
4–9
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Methods for Collecting Job Analysis Information
Questionnaires
• Information Source • ADVANTAGE:
– Have employees fill out questi – Quick and efficient way to gather
onnaires to describe their job-rel information from large numbe
ated duties and responsibilities rs of employees
• Questionnaire Formats • DISADVANTAGE:
– Structured checklists – Expense and time consumed in pr
– Open-ended questions eparing and testing the questionna
ire
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Job Analysis Questionnaire
for Developing Job
Descriptions
Note: Use a questionnaire like this
to interview job incumbents, or
have them fill it out.
4–11
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Methods for Collecting Job Analysis Information
• Information Source Observation
• ADVANTAGES
– Observing and noting the – Provides first-hand information
physical activities of emplo – Reduces distortion
yees as they go about their of information
jobs by managers. • DISADVANTAGES
– Time consuming
– Reactivity response distorts employee beh
avior
– Difficulty in capturing
entire job cycle
– Of little use if job involves a high leve
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall l of mental activity
Methods for Collecting Job Analysis Information
Participant Diaries/Logs
• Information Source
• ADVANTAGES
– Workers keep a chronologic – Produces a more complete pictu
al diary or log of what they re of the job
do and the time spent on – Employee participation
each activity • DISADVANTAGES
– Distortion of information
– Depends upon employees to acc
urately recall their activities
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Internet-Based Job Analysis
• Advantages
– Collects information in a standardized format from geographically
dispersed employees
– Requires less time than face-to-face interviews
– Collects information with minimal intervention or guidance
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Writing Job Descriptions
Job
identification
Job Job
specifications summary
Sections of a Typical
Working Job Description Responsibilities and
conditions duties
Authority of
Standards of performance
the incumbent
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• Job Identification
The Job Description
– Job title • Responsibilities and Duties
– Preparation date – Major responsibilities and duties
– Preparer (essential functions)
• Job Summary – Decision-making authority
– General nature of the job – Direct supervision
– Major functions/activities
– Budgetary limitations
• Relationships
• Standards of Performance and Working
– Reports to:
– Supervises: Conditions
– Works with: – What it takes to do the job successfully
– Outside the company:
Sample Job Description,
Pearson Education
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Sample Job Description, Pearson
Education (cont’d)
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Job Analysis in a Worker-Empowered World
Job Design:
From Specialized
to Enriched Jobs
Job Job Job
Enlargement Rotation Enrichment
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Job enlargement attempts to make work more motivating by assigning workers
additional same-level activities.
Job enlargement is an increase in job tasks and responsibilities to make a position
more challenging.
Job rotation involves systematically moving workers from one job to another.
Job enrichment involves redesigning jobs in a way that increases the opportunities
for the worker to experience feelings of responsibility, achievement, growth, and
recognition.
Job enrichment is a management concept that involves redesigning jobs so that they
are more challenging to the employee and have less repetitive work .
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Thank You
