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Job Analysis: M Khasro Miah PH.D
Job Analysis: M Khasro Miah PH.D
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Discuss the nature of job analysis, including what it is and how its used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
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Job description
A list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilitiesone product of a job analysis.
Job specifications
A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on another product of a job analysis.
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Figure 41
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Step 2:
Step 3:
Step 4:
Step 5: Step 6:
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Process chart
A work flow chart that shows the flow of inputs to and outputs from a particular job.
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Figure 42
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Interview formats
Structured (Checklist) Unstructured
Advantages
Quick, direct way to find overlooked information.
Disadvantages
Distorted information
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Interview Guidelines
The job analyst and supervisor should work together to identify the workers who know the job best.
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Advantages
Quick and efficient way to gather information from large numbers of employees
Questionnaire formats
Structured checklists Opened-ended questions
Disadvantages
Expense and time consumed in preparing and testing the questionnaire
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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 high level of mental activity.
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Advantages
Produces a more complete picture of the job Employee participation
Disadvantages
Distortion of information Depends upon employees to accurately recall their activities
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Figure 46
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Standards of performance
Working conditions Job specifications
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Figure 47a
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Figure 47b
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Figure 48
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Job summary
Describes the general nature of the job Lists the major functions or activities
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Note: Within these major groups are 96 minor groups, 449 broad occupations, and 821 detailed occupations.
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Job enrichment
Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.
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Measuring performance
Measurable skills, knowledge, and competencies are the heart of any companys performance management process.
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Performance Management
Performance management
Managing all elements of the organizational process that affect how well employees perform.
Types of competencies
General competencies
reading, writing, and mathematical reasoning.
Leadership competencies
leadership, strategic thinking, and teaching others.
Technical competencies
specific technical competencies required for specific types of jobs and/or occupations.
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Example of Job Summary: Answers inquiries and gives directions to customers, authorizes cashing of customers checks, records and returns lost charge cards, sorts and reviews new credit applications, works at customer service desk in department store.
Example of One Job Duty: Authorizes cashing of checks: authorizes cashing of personal or payroll checks (up to a specified amount) by customers desiring to make payment by check. Requests identificationsuch as drivers licensefrom customers and examines check to verify date, amount, signature, and endorsement. Initials check and sends customer to cashier.
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Note: *(An abbreviated example showing selected HR practices and outcomes aimed at implementing the competitive strategy, To use superior guest services to differentiate the Hotel Paris properties and thus increase the length of stays and the return rate of guests and thus boost revenues and profitability)
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Note: The light blue boxes 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) 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
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