ARM CH 2: STAFFING JOB ANALYSISWHAT IS JOB ANALYSIS? + Job analysis produces information for writing: 1) Job descriptions: A list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities 2) Job (person) specifications: A list of a job's human requirements, ” that is, the requisite education, skills, personality, and so on—another product of a job analysis. + Every personnet- related action requires knowing what the job entails and what human traits one needs to do the job well. HRM. Ch2: Statting DrSamarEkantouly WHAT IS JOB ANALYSIS? The supervisor or human resources specialist normally collects one or more of the following types of infarmation Via the job analysis: 1) Work activities: Information about the job’s actual work activities, such as cleaning, selling, teaching, or painting. This list may also include how, why, and when the worker performs each activity. 2) Human behaviors: Information about human behaviors the job requires, like sensing, communicating, lifting weights, or walking long distances. 3) Machines, tools, equipment, and work aids: Information regarding tools Used, materials processed, knowledge dealt with or applied (such as finance or law), and services rendered (such as counseling or repairing). HAM-cn 2: Stang Dr SamarEtanbouly 4WHAT IS JOB ANALYSIS? 4) Performance standards: Information about the job's performance standards (in terms of quantity or quality levels for each job duty, for instance) 5) Job context: Information about such matters as physical working conditions, work schedule, incentives, and, for instance, the number of people with whom the employee would normally interact. 6) Human requirements: Information such as knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, personality, interests) HAM-cn 2: Stang Dr SamarEtanbouly 5 Oe et eae SUS en} eC TRU RUN as IC) HAM. Ch2:Stateng Dr Samar EnanbeyStep 1: Identify the Use + Identify the use to which the information will be put because this will determine how you collect the information + Data collection techniques: v Interviewing the employee: range from H unstructured ("Tellme about your job") to highly structured ones with hundreds of specific items to check of v Questionnaires: Having employees fill out questionnaires to describe their job duties and responsibilities is another popular job analysis HRM-Ch2: Sting De SamaEtenbouly 7 RY eM Rael AUR ORI + Data collection techniques: V Observation: Direct observation is especially useful when jobs consist of observable physical activities—assembly-line worker and accounting clerk are examples v Participant Diary/logs: Daily listings made by workers of every activity in which they engage along with the time each activity takes HRM-Ch2: Sting De SamaEtenbouly aStep 2: Review Relevant Background eee a irre) + It is important to understand the job’s context, + Organization chart: is a chart that shows the organization wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom. + A process chart is a workflow chart that shows the flow of inputs to and outputs from a particular job + Workflow analysis: a detailed study of the flow of work from job in a work process HAM. Ch2: Stating Samar anny ° ORGANIZATIONAL CHART HRM. cn2: Stating Dr Sam Etenbouy 10PROCESS CHART FOR ANALYZING A JOBS WORKFLOW HRM. C2: Stating Dr Sam Etenbouy " Business Process Reengineering + Redesigning business processes, usually by combining steps, So that small multifunction process teams using information technology do the jobs formerly done by a sequence of departments. 1. Identify a business process to be redesigned. 2. Measure the performance of the existing processes. 3. Identify opportunities to improve these processes. 4. Redesignand implement a new way of doing the work. 5. Assign ownership of sets of formerly separatetasks to an individual or a team who use new computerized systems to support the new arrangement. HAM-Ch2: Stating Samar Etanouly 2Job Redesign > Job enlargement: means assigning workers additional same-level activities. > Job rotation: means systematically moving workers from one job to another, > Job enrichment: Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. HAM-cn 2: Stang Dr SamarEtanbouly 13 Step 3: Select Representative ee + With a job analysis, the manager generally select a sample of positions to focus on. + For example, it is usually unnecessary to analyze the jobs of all the firm's 200 assembly workers, instead a sample of 10 jobs will do. HAM-cn 2: Stang Dr SamarEtanbouly “Step 4: Actuall alyze the Job + The actual job analysis involves greeting each job holder; + Briefly explaining the job analysis process and the participants’ roles in this process; + Spending about 15 minutes interviewing the employee to get agreement on a basic summary of the job; + Identifying the job's broad areas of responsibility, such as “calling on potential clients”; and then interactively identifying specific duties/tasks. HAM-cn 2: Stang Dr SamarEtanbouly 15 Step 5: Verify the Job analysis Information with the Worker Performing the Job and th ee cesT aioe + This will help confirm that the information (for instance, on the job's duties) is correct and complete and help to gain their acceptance. Step € + The job description lists the duties, activities, and responsibilities of the job, as well as its important features, such as working conditions. + The job specification summarizes the personal qualities, traits, skills, and background required for getting the job done. HAM-Ch2: Stating Samar Etanouly 16Product of Job Analysis + Job description is a written statement of what the worker does, how he or she does it, and what the job's working conditions are. You use this information to write a job specification; this lists the knowledge, abilities, and skills, required to perform the job satisfactorily. 1. Job identification. 5. Standards of 2. Job summary. performance 3. Responsibilitiesand | 6. Working duties. conditions. 4. Authority. 7. Job specifications Han cn? stati De Samer tanbouy ” Job Analysis Schedule sample ee Report Based Saga ic ah on ee ae nee Department Ts won RTOS Rr of Labor Job voter necton Sam] Fests Tas Analysis Ge ra acer Technique HRM. cn2: Stating Dr SamarEhenbouy 18Sample Report Based on Department of Labor Job Analysis Technique HRM. cn2: Stating Sample Report Based on Department of Labor Job Analysis Technique HRM. cn2: Stating