Chapter 4

Job Analysis

1. Discuss the nature of job analysis, including what it is and how it’s used.
2. Use at least three methods of collecting job analysis information, including
interviews, questionnaires, and observation.
3. Write job descriptions, including summaries and job functions, using the Internet
and traditional methods.
4. Write job specifications using the Internet as well as your judgment.
5. Explain job analysis in a “jobless” world, including what it means and how it’s
done in practice.

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 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 Job Specification

A list of a job’s duties, A list of a job’s “human

responsibilities, reporting requirements,” that is, the requisite
relationships, working conditions, education, skills, personality, and
and supervisory responsibilities so on another product of a job
one product of a job analysis. analysis.

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 The Basics of Job Analysis

Job Analysis
(Data Collection Process)

Job Description Job Specification

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 The Basics of Job Analysis
Types of Information Collected

Work activities Performance standards

Human behaviors Job context

Machines, tools, equipment, and

Human requirements
work aids

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 The Basics of Job Analysis
Uses of Job Analysis Information

Recruitment and Selection Training

Compensation Discovering Unassigned Duties

Performance Appraisal EEO Compliance

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 The Basics of Job Analysis
Steps in Job Analysis

Step 1 Decide how you’ll use the information.

Step 2 Review relevant background information.

Step 3 Select representative positions.

Step 4 Actually analyze the job.

Step 5 Verify the job analysis information.

Step 6 Develop a job description and job specification. 6

 The Basics of Job Analysis
Steps in Job Analysis

Identify purpose

Assign who is responsible for the process

Identify positions to be analyzed

Analyze the jobs

Identify data to be collected Identify data collection sources

Identify data collection tools /

methods

Develop JD & JS

Test JD & JS
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Acquire top management approval
 The Basics of Job Analysis
Methods for Collecting Job Analysis Information

The interview Questionnaires

Observation Participants diary / log

Quantitative job analysis methods

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 The Basics of Job Analysis

Quantitative job analysis methods

Position analysis questionnaire

A questionnaire used to collect quantifiable data concerning the duties and

responsibilities of various jobs.

194 Elements grouped into different dimensions

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 The Basics of Job Analysis

Quantitative job analysis methods

U S department of labor JA procedure

A standardized method by which different jobs can be quantitatively rated,

classified, and compared.

Activity: Data People Things

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 The Basics of Job Analysis

Quantitative job analysis methods

Functional JA

A Takes into account the extent to which instructions, reasoning, judgment, and
mathematical and verbal ability are necessary for performing job tasks.

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 The Basics of Job Analysis
Methods for Collecting Job Analysis Information

Internet based job analysis

Use multiple sources to collect the data

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 Writing Job Descriptions
Job Description

A written statement of what the worker actually does, how he or she does it, and
what the job’s working conditions are.

Job identification Job summary

Responsibilities and duties Authority of incumbent

Standards of performance Working conditions

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 Writing Job Specifications
Job Specifications

Focus on traits like length of previous service, quality of relevant training, and
previous job performance.

Specifications for untrained

Specifications for trained personnel
personnel

Focus on physical traits,

Focus on traits like length of
personality, interests, or sensory
previous service, quality of relevant
skills that imply some potential for
training, and previous job
performing or for being trained to
performance.
do the job.

Specifications Based on Statistical

Specifications Based on Judgment 14
Analysis
 Job Analysis in A jobless World
Job

A set of closely related activities carried out for pay.

Assigning workers additional same level activities, thus increasing

Job Enlargement
the number of activities they perform.

Redesigning jobs in a way that increases the opportunities for the

Job Enrichment worker to experience feelings of responsibility, achievement, growth,
and recognition.
Moving a trainee from department to department to broaden his or
Job Rotation her experience and identify strong and weak points to prepare the
person for an enhanced role with the company

Systematically moving workers from one job to another to enhance

work team performance. 15
 Job Analysis in A jobless World
Dejobbing

Broadening the responsibilities of the company’s jobs, and encouraging

employee initiative (not to limit themselves to what’s on their job descriptions)

Flatter organizations

Self managing work teams

Reengineering

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 Job Analysis in A jobless World
Competency Based Job Analysis

Describing a job in terms of the measurable, observable, behavioral

competencies (knowledge, skills, and/or behaviors) an employee must exhibit to
do a job well

Demonstrable characteristics of a person that enable

Competencies
performance of a job.

Basing employees training, appraisal, and rewards on

Performance
management
fostering and rewarding the skills and competencies he or
she needs to achieve his or her goals
Managing all elements of the organizational process that
affect how well employees perform.
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Job Analysis in A jobless World
An Example BP’s Matrix

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