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LECTURE 4: Job Analysis and Description

LECTURE 4: Job Analysis and Description. Job Analysis Defined. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job. This Analysis Includes:. Identifying tasks/duties performed

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LECTURE 4: Job Analysis and Description

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  1. LECTURE 4: Job Analysis and Description

  2. Job Analysis Defined • Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.

  3. This Analysis Includes: • Identifying tasks/duties performed • Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks

  4. The Need for J.A. • 1975 Albermarle Paper Co. V. Moody Supreme Court Decision

  5. The Court Ruled That... • Job Analysismust be an integral part of any validation study which attempts to demonstrate a relationship between a selection device and job performance.

  6. The Need for J.A. • 1990 Americans with Disabilities Act (ADA) Need a systematic method to identify Essential Job Functions

  7. The Uses of J.A. Information

  8. 1) Productivity • Started with Scientific Management • Currently part of Industrial Engineering • Job design and redesign efforts

  9. 2) Internal Equity and Compensation • Identify job-relevant differences for wage and merit increase determination

  10. 3) Training and Development

  11. 4) Performance Appraisal

  12. 5) Recruitment and Selection

  13. Job Analysis Methods • The choice is based on.. • Purpose(s) of J.A. • Types of jobs studied • Budget Limitations

  14. Most Utilized Methods

  15. Direct Observation • The analyst watches job incumbents and records activities. • Some sort of follow-up is required to establish essential job functions and KSAs.

  16. Direct Observation... • Advantages: • First hand knowledge of job requirements • Works well with jobs that have a short work-cycle • Supplements other data collection methods

  17. Direct Observation... • Disadvantages: • Does not provide complete information for more complex jobs. • May interfere with job performance • Time consuming

  18. Interviews • The analyst interviews the incumbent(s) and records their description of job duties and KSAs.

  19. Interviews... • Disadvantages: • Information only as good as the analyst • Time consuming, especially if there are several incumbents • Never talk money!

  20. Interviews... • Advantages: • Allows for personal involvement • Allows for immediate follow-up to vague information

  21. Questionnaires • A survey/questionnaire is distributed to all job incumbents.

  22. Questionnaires... • Advantages: • Quick and easy to administer • Can get a large amount of information in a short time • Allows for employee participation

  23. Questionnaires... • Disadvantages: • Quality of information related to the quality of the questionnaire • Must have high school reading and writing ability to complete one • Often needs follow-up interview or observation

  24. Other Sources of Job Analysis Information • Critical Incidents • Employee logs or diaries • Technical Manuals • Training Manuals

  25. Standardized Approaches

  26. Job Descriptions • Title • Relationships • Job Summary • Job Content

  27. Job Specifications • Often included as part of the job description document

  28. Signatures

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