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Job Analysis

4?2. I Openers. Explain what human resources management is and how it relates to the management process?Give at least four examples of how managers can use HR concepts and techniques.Illustrate the HR management responsibilities of line and staff (HR) managers.Provide a good example that illustra

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Job Analysis

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    1. Chapter 4 Job Analysis

    2. 4–2

    3. Ezekiel 44:23  (The Message)  "Their job is to teach my people the difference between the holy and the common, to show them how to discern between unclean and clean. Are we doing our job?

    4. After studying this chapter, you should be able to: Discuss the nature of job analysis, including what it is and how it’s used. Understand the methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions and job specifications, including summaries and job functions.

    5. 4–5 Job Generally defined as “a set of closely related activities carried out for pay.” WHAT IS A JOB?

    6. 4–6 The Nature 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 A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis. Job specifications A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis.

    7. 4–7 Types of Information Collected Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements

    8. 4–8 Uses of Job Analysis Information Recruitment and Selection Compensation Performance Appraisal Training Discovering Unassigned Duties EEO Compliance

    9. 4–9 METHODS OF COLLECTING JOB ANALYTIC INFORMATION Job Analysis Interview Job Analysis Questionnaire Task Statements and Dimensions Competency-based Models O*NET

    10. 4–10 Determining the Internal Job Structure See Exhibit 4.2, text page 91See Exhibit 4.2, text page 91

    11. 4–11 Steps in a job structure: Describes the key work activities – what, why, and how work is done. Identifies the essential functions of the position. Describes the competencies (knowledge, skills, abilities, and behaviors) needed to perform the key work activities, and documents these in terms of objective, observable, and measurable elements. Describes job readiness factors as they relate to the context of the work – the environment, mental and physical demands, willingness and interest required, etc. Imparts the relative importance of the position’s components (work activities, competencies, etc.).

    12. 4–12 Steps in a valid job analysis: You try it in teams using your handout: Create a job analysis of a “Graduate Student.”

    13. After studying this chapter, you should be able to: Discuss the nature of job analysis, including what it is and how it’s used. Understand the methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions and job specifications, including summaries and job functions.

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