Human Resource

Management
ELEVENTH EDITION

1

GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 4

Job Analysis
© 2008 Prentice Hall, Inc.
All rights reserved.

PowerPoint Presentation by Charlie Cook
The University of West Alabama

4. and observation. © 2008 Prentice Hall. Inc. using the Internet and traditional methods. Discuss the nature of job analysis. Write job specifications using the Internet as well as your judgment. including summaries and job functions. Use at least three methods of collecting job analysis information. 5. 3. including what it is and how it’s used. including what it means and how it’s done in practice. you should be able to: 1. Write job descriptions. questionnaires. All 4–2 . including interviews.After studying this chapter. Explain job analysis in a “jobless” world. 2.

All 4–3 . Inc.Methods of Collecting Job Analysis Information: The Interview • Information Sources • Interview Formats  Individual employees  Structured (Checklist)  Groups of employees  Unstructured  Supervisors with knowledge of the job • Advantages  Quick. direct way to find overlooked information • Disadvantages  Distorted information © 2008 Prentice Hall.

All • Advantages  Quick and efficient way to gather information from large numbers of employees • Disadvantages  Expense and time consumed in preparing and testing the questionnaire 4–4 . Inc.Methods of Collecting Job Analysis Information: Questionnaires • Information Source  Have employees fill out questionnaires to describe their job-related duties and responsibilities • Questionnaire Formats  Structured checklists  Open-ended questions © 2008 Prentice Hall.

All 4–5 . Inc.Methods of Collecting Job Analysis Information: Observation • Information Source  Observing and noting the 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 high level of mental activity © 2008 Prentice Hall.

Methods of Collecting Job Analysis Information: Participant Diary/Logs • Information Source  Workers keep a chronological diary/ log of what they do and the time spent on each activity • Advantages  Produces a more complete picture of the job  Employee participation • Disadvantages  Distortion of information  Depends upon employees to accurately recall their activities © 2008 Prentice Hall. Inc. All 4–6 .

All Functional Job Analysis 4–7 .Quantitative Job Analysis Techniques Quantitative Job Analysis Position Analysis Questionnaire Department of Labor (DOL) Procedure © 2008 Prentice Hall. Inc.

Inc. All Responsibilities and Duties Authority of the Incumbent 4–8 .Writing Job Descriptions Job Identification Job Summary Job Specifications Sections of a Typical Job Description Working Conditions Standards of Performance © 2008 Prentice Hall.

Inc.Writing Job Specifications “What traits and experience are required to do this job well?” Specifications for Trained Versus Untrained Personnel Specifications Based on Judgment © 2008 Prentice Hall. All Specifications Based on Statistical Analysis 4–9 .

All Job Enrichment 4–10 .Job Analysis in a “Jobless” World Job Design: Specialization and Efficiency? Job Enlargement Job Rotation © 2008 Prentice Hall. Inc.

All Reengineering Business Processes 4–11 . Inc.Job Analysis in a “Jobless” World (cont’d) Dejobbing the Organization Flattening the Organization Using SelfManaged Work Teams © 2008 Prentice Hall.

Department of Labor (DOL) job analysis procedure functional job analysis © 2008 Prentice Hall.S.KEY TERMS job analysis job description job specifications organization chart process chart diary/log position analysis questionnaire (PAQ) U. All Standard Occupational Classification (SOC) job enlargement job rotation job enrichment dejobbing boundaryless organization reengineering competencies competency-based job analysis performance management 4–12 . Inc.