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Chapter #3

Chapter #3. Job Analysis. Job Analysis. Determining the procedures and responsibilities and requirements of a job. Job description-List of duties Job specifications – List of human requirements. Uses of job analysis. Recruitment and selection Compensation Performance appraisals

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Chapter #3

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  1. Chapter #3 Job Analysis

  2. Job Analysis • Determining the procedures and responsibilities and requirements of a job. • Job description-List of duties • Job specifications – List of human requirements

  3. Uses of job analysis • Recruitment and selection • Compensation • Performance appraisals • Training • also helps to pinpoint • Unassigned duties • Dually assigned duties

  4. Steps in Job analysis • Determine which approach to use. • Review org charts (process mapping) • Which jobs should we look at? • Collect data • Review info with job incumbents • Develop job descriptions and specs

  5. Use O’net • http://online.onet center.org • Type in the occupational title • You will need to do this for you project • On your present job.

  6. Methods of collecting job analysis information • Questionnaires • Interview • Observations • Diary/Logs • Position analysis questionnaire PAQ • DOL procedure • Functional job analysis • Don’t use just one method

  7. Writing the job description • Job identification • Job summary • Responsibilities and duties. • Standards of Performance • Working conditions • Use dictionary of Occupational Titles • Job Description.com

  8. Writing job descriptions • Trained vs. untrained personnel • Specifications based on judgment use O*net. • Look at research insight

  9. What is a job? • a set of closely related activities carried out for pay. • Job enlargement • Job rotation • Job enrichment • Work teams • Boundaryless organizations • Reengineering • Job descriptions and the law

  10. Job analysis provides information used for writing a • a. Organizational chart • B. Job description • C. HR policy

  11. A____ is a list of a job’s human requirements for a position • A. Job specification • B. Job analysis • C. Job description

  12. The ____ provides a detailed picture of the work flow in an organization. • A. Process chart • B. Organizational chart • C. Job analysis

  13. Job analyses perform an important role in an employer’s attempt to comply with • A. OSHA • B. OFCP • C. EEO law

  14. The following questions should be included in a job analysis questionnaire except • A. Summary of duties • B. Education • C. Supervisor’s activities

  15. ____ is a job analysis method especially useful in jobs with viewable physical activity • A. Questionnaire • B. Direct observation • C. Participant diary/log

  16. The ___ would not be included in a job description • A. Knowledge and education requirements • B. Performance requirements • C. Responsibilities and duties

  17. A resource for itemizing the job’s duties and responsibilities is: • A. Dictionary of Occupational Titles • B. Dictionary of Occupational jobs • C. Department of Labor Guide

  18. ___means assigning workers additional same-level activities • A. Job enrichment • B. Job evaluation • C. Job enlargement

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