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Job Analysis

Job Analysis. OS352 HRM Fisher Sept. 11, 2003. Agenda. Collect Exercise 1 Job analysis – foundation of HR Purpose Various techniques. Introduction. Describe the job of “ Business School Professor ”. Job Analysis Overview. Collection of data describing job behaviors and activities

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Job Analysis

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  1. Job Analysis OS352 HRM Fisher Sept. 11, 2003

  2. Agenda • Collect Exercise 1 • Job analysis – foundation of HR • Purpose • Various techniques

  3. Introduction • Describe the job of “Business School Professor”

  4. Job Analysis Overview • Collection of data describing job behaviors and activities • Can also include products, tools, work context • Required worker characteristics (competencies) are generally derived from job behaviors • Data used for many HR functions (selection, training, performance appraisal, compensation, etc.)

  5. Some definitions • Job: A collection of positions that are similar enough in tasks and duties to share a common job title • Similar, but different concepts: • Position: collection of tasks and duties assigned to be performed by 1 individual • Occupation: collection of similar jobs across one or multiple organizations

  6. Language of Job Analysis • Basic unit of data = task statement • Description of a behavior • Includes action, objective, tools, instructions • Example: Write test questions in multiple choice format to assess student knowledge of key HR concepts. • Worker characteristics = KSAOs or competencies

  7. Competency Modeling • Competencies can cover whole range of KSAOs, plus other characteristics • Competency modeling tends to be more future-oriented • Job analysis vs. competency modeling • Are there benefits of considering KSAOs individually? • Why might it be useful to use competencies?

  8. Gathering Job Analysis Data • Many different methods to use • Interviews • Focus groups • Diaries • Observation • Questionnaires • Critical incidents • Vary in type of data you will get

  9. Sources of job analysis data • Potential sources include • Job incumbents (novice, expert) • Supervisors • Trainers • HR specialists • Customers • Different viewpoints from different sources

  10. Job Analysis Questionnaires • Type of questionnaire • Standard (PAQ) • Customized • Typical response options • Importance • Time spent • Frequency • Difficulty

  11. Which method to use? • Must think about • Questions you want to answer • Planned purposes for data • Key job characteristics • Administrative and resource constraints

  12. Learning Points • One new thing you learned? • One new question you have?

  13. For next class • Topic: Job analysis and job descriptions • Conduct a short job analysis (15-20 task statements, plus other relevant information) for a job of your choice • Bring to class, will use for an exercise on job descriptions (and hand in) • What data should be collected when developing job descriptions?

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