Job Analysis

1. Job Analysis Slides by: David Schwoyer Jr.

2. What will be covered • Discuss the topic • Define tools used • Interactive exercise • Explanation of topic • How it works • Real world examples • An exercise • Summary

3. Job Analysis • What is the basis of job analysis? • To create the position you need, you must first analyze the tasks that you need done. • You must accurately describe the job and determine it’s specifications.

4. Job Analysis • Unorganized data has little use. • Only concerned with facts. • Concerned only with the job, not the worker. • Not “job classification”. • Required to determine job qualifications? • No, but planning is the key to success.

5. Tools used • Books and Literature • Valid information on current job analysis and studies. • Job analysis that are being implemented by other successful companies. • Past and present failures and successes.

6. Tools cont.. • Flow and Organizational Charts • Very helpful for showing past and current information. • Show trends and similarities.

7. Brainstorming Exercise • Break into groups. • Elect a spokesperson and a scribe. • Collectively write down what types of jobs in your organization would benefit from job analysis, and reasons for each.

8. Brainstorming cont… • What were the results? • Example types of jobs: • Newly formed jobs • Old preexisting jobs • Union jobs • Jobs that have come under discriminatory recognition. • Basically all types of jobs can and should be analyzed.

9. Brainstorming cont… • Reasons for job analysis: • New position needs to be created. • Old job has become unproductive. • Better define the role of the employee. • Union demand for a revision. • To develop nondiscriminatory standards (primarily women and minorities).

10. Explanation • Job analysis is a multi-stage process. • The first stage is for the “analyst” to become as familiar as possible with the job. • This entails: • Background research. • Using the tools defined earlier such as: • Books and literature. • Flow and organizational charts.

11. Explanation cont… • The information gathered in this first stage will serve for a variety of purposes • Mostly for recruitment and selection, but also wage and salary levels.

12. Explanation cont… • A national survey of job analysis methods explains some of the ways organizations are using job analysis: • In job evaluation: • Appraising performance • Determining profit-sharing • In recruiting: • Creating job specifications • Matching the right people with jobs • In labor and personnel relations: • Establishing authority • Establishing communication channels

13. Explanation cont… • In utilization of workers: • Organizing and planning • Controlling costs • In training: • Developing training courses • Orienting new employees

14. Explanation cont… • Job analysis is a complex process and will require the participation from several individuals within your organization. • Using the skills and expertise of other personnel will bring more clarification upon your analysis.

15. Explanation cont… • The individuals playing a role in job analysis can be: • Top Management • Supervisory Management • A Consultant (Not always necessary) • Employees • Union

16. Individual roles • General Management • Establish a need for the program • Resolve conflict • Supervisory Management • Review and approve the results • Implement the program • Employees • Add their on hand experience • Bring up any facts unknown by management

17. Individual roles cont… • Consultant • Advise the analyst • Give another point of view • Union • Negotiate with management • Appoint representatives

18. Areas covered • The analysis should cover 7 areas. • Work activities • The job context • Tools, machines, equipment, and work aids • How the job is performed

19. Areas covered cont… • 7 areas… • The personnel requirements for the job • Job relationships • Job related tangibles or intangibles

20. Second Stage • The second stage in job analysis is to organize you information into a type of “job description”.

21. Second stage cont… • A “job description” will generally summarize the position you have analyzed. • It will portray to the future employee the basics of the job with out having to go into extreme detail.

22. Survey • A survey can be given to managers and supervisors to see exactly how much they are using the information provided. • The survey can be a questioner. • Question? • What do you think the information is primarily being used for?

23. Answer • The information is most commonly used for job evaluation and for setting wage and salary levels.

24. Real World Example • In 1990 congress passed the Americans with Disabilities Act (ADA 1990). • This act was designed to aid employees with disabilities in the working world. • Job analysis has played a key role in companies compliance with this Act, as well as aiding thousands of disabled Americans.

25. Exercise • Compose a list of the possible benefits and disadvantages of job analysis. • Break off into your original groups to answer the question.

26. Answers • In most cases the list of advantages severely outweighs the disadvantages to the organization. • This shows us that job analysis is a practical tool for businesses today.

27. Summary • Using job analysis you can define what makes each job what it is in the organization. • This leads to better performance and more efficiency from the work force. • And with better performance and efficiency comes a smoother running more profitable company.

28. Bibliography • Schaubroeck, John. “A field experiment testing supervisory role clarification.” Personnel Psychology Spring 1993; 1-4. • “Sample Job Analysis Questionnaires to Define the Duties of a New Job.” Internet. http://www.lycos.com/business/cch/tools.html. 14 February 2001.

29. Bibliography cont… • “Overview.” Internet. http://www.hrnext.com/content/view.cfm?articles_id=398&subs_id=120. 14 February 2001.