By:Saniya Chawla,Faculty Associate,LBSIM


Types of Information Collected
Work activities

Human requirements

Job context

Information Collected Via Job Analysis

Human behaviors

Machines, tools, equipment, and work aids

Performance standards

Use of Job Analysis Information Recruitment and Selection Legal Compliance Compensation Discovering Unassigned Duties Information Collected Via Job Analysis Performance Appraisal Training .

Uses of Job Analysis Information .

Faculty Associate.JOB ANALYSIS MATRIX 5 By:Saniya Chawla.LBSIM 1/16/2012 .

Actually analyze the job.Steps in Job Analysis Steps in doing a job analysis: 1 2 3 4 5 6 Decide how you¶ll use the information. Review relevant background information. Develop a job description and job specification. Verify the job analysis information. Select representative positions. .

Methods of Collecting Job Analysis Information: The Interview ‡ Information Sources  Individual employees  Groups of employees  Supervisors with ‡ Interview Formats  Structured (Checklist)  Unstructured knowledge of the job ‡ Advantages  Quick. direct way to find overlooked information ‡ Disadvantages  Distorted information .

Job Analysis Questionnaire for Developing Job Descriptions Note: Use a questionnaire like this to interview job incumbents. . or have them fill it out.

. or have them fill it out.Job Analysis Questionnaire for Developing Job Descriptions (cont¶d) Note: Use a questionnaire like this to interview job incumbents.

‡ Ask the worker to list his or her duties in order of importance and frequency of occurrence. one that lists openopen-ended questions and provides space for answers. .Job Analysis: Interviewing Guidelines ‡ The job analyst and supervisor should work together to identify the workers who know the job best. review and verify the data. ‡ Quickly establish rapport with the interviewee. ‡ After completing the interview. ‡ Follow a structured guide or checklist.

Methods of Collecting Job Analysis Information: Questionnaires ‡ Information Source  Have employees fill out ‡ Advantages  Quick and efficient way to questionnaires to describe their job-related duties and jobresponsibilities gather information from large numbers of employees ‡ Questionnaire Formats  Structured checklists  Open-ended questions Open- ‡ Disadvantages  Expense and time consumed in preparing and testing the questionnaire .

Methods of Collecting Job Analysis Information: Observation ‡ Information Source  Observing and noting the ‡ Advantages  Provides first-hand first- physical activities of employees as they go about their jobs 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 .

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

Basic Department of Labor Worker Functions Data 0 Synthesizing 1 Coordinating Basic Activities 2 Analyzing 3 Compiling 4 Computing 5 Copying 6 Comparing People 0 Mentoring 1 Negotiating 2 Instructing 3 Supervising 4 Diverting 5 Persuading 6 Speaking/signaling 7 Serving 8 Taking instructions/helping Things 0 Setting up 1 Precision working 2 Operating/controlling 3 Driving/operating 4 Manipulating 5 Tending 6 Feeding/offbearing 7 Handling Note: Determine employee¶s job ³score´ on data. ³0´ is high. for each of the three categories. ³6. people. which of the basic functions illustrates the person¶s job.´ ³8.´ and ³7´ are lows in each column. . and things by observing his or her job and determining.


Writing Job Descriptions Job Identification Job Specifications Job Summary Working Conditions Sections of a Typical Job Description Responsibilities and Duties Standards of Performance Authority of the Incumbent .



The Job Description ‡ Job Identification  Job title  Preparation date  Preparer ‡ Responsibilities and Duties  Major responsibilities and ‡ Job Summary  General nature of the job  Major functions/activities duties (essential functions)  Decision-making authority Decision Direct supervision  Budgetary limitations ‡ Relationships  Reports to:  Supervises:  Works with:  Outside the company: ‡ Standards of Performance and Working Conditions  What it takes to do the job successfully .

Writing Job Specifications ³What traits and experience are required to do this job well?´ Specifications for Trained Versus Untrained Personnel Specifications Based on Judgment Specifications Based on Statistical Analysis .

Develop an Organization Chart Step 3. Compile the Job¶s Human Requirements Step 6. Decide on a Plan Step 2. Complete Your Job Description . Obtain Lists of Job Duties Step 5. Use a Job Analysis/Description Questionnaire Step 4.Writing Job Descriptions (cont¶d) Step 1.

Writing Job Specifications (cont¶d) ‡ Steps in the Statistical Approach  Analyze the job and decide how to measure job performance.  Select personal traits that you believe should predict successful performance.  Statistically analyze the relationship between the human traits and job performance.  Measure the candidates¶ subsequent job performance. .  Test candidates for these traits.

Job Analysis in a ³Jobless´ World Job Design: Specialization and Efficiency? Job Enlargement Job Rotation Job Enrichment .

Job Analysis in a ³Jobless´ World (cont¶d) Dejobbing the Organization Flattening the Organization Using SelfManaged Work Teams Reengineering Business Processes .

and rewarding:    General competencies Leadership competencies Technical competencies . high To create strategically-focused job descriptions. ‡ Reasons for Competency-Based Job Analysis Competency To support a high-performance work system.CompetencyCompetency-Based Job Analysis ‡ Competencies  Demonstrable characteristics of a person that enable performance of a job. measuring. strategically To support the performance management process in fostering.

 Identify  Use off-the-shelf competencies databanks off-the- . critical incidents that pinpoint success on the job.CompetencyCompetency-Based Job Analysis (cont¶d) ‡ How to Write Job Competencies-Based Job CompetenciesDescriptions  Interview job incumbents and their supervisors  Ask openopen-ended questions about job responsibilities and activities.

The Skills Matrix for One Job at BP .

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