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Human Resource Management

Human Resource Management. Job Analysis By Engr. Attaullah Shah BSc. Civil ( Gold Medal), MSc. ( Str. Engg), MBA, MA ( Eco), MSc ( Envir design) , PGD ( Comp Sc) PhD Scholar ( UET TAXILA) Project Director Allama Iqbal Open University E-mail: pd@aiou.edu.pk pdaiou@yahoo.com

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Human Resource Management

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  1. Human Resource Management Job Analysis By Engr. Attaullah Shah BSc. Civil ( Gold Medal), MSc. ( Str. Engg), MBA, MA ( Eco), MSc ( Envir design) , PGD ( Comp Sc) PhD Scholar ( UET TAXILA) Project Director Allama Iqbal Open University E-mail: pd@aiou.edu.pk pdaiou@yahoo.com Website: www.aiou.edu.pk Telephone/Fax: 051-9250100 Cell: 0333-5729809

  2. Outline • HRM Goal • Definitions • Format of a Job Description • Format of a Task Statement • Job Analysis Process

  3. HRM Goal: Match Person & Job • Need information about person & job • Job analysis focuses on getting job information (tasks & duties and required qualifications)

  4. Definitions • Task:a unit of work activity performed by a worker within a limited time period • Duty: several related tasks that are performed by an individual • Position: the set of all tasks and duties performed by an individual • Job: a group of identical positions

  5. Definitions (cont’d.) • Job Description: a document that identifies the tasks and duties performed on a job • Job Specification: a document that identifies the qualifications necessary for successful performance of a job • Job Analysis: the process of collecting and analyzing information about a job to write the job description and the job specification

  6. Format of a Job Description • Combine job description & job specification • Common Elements • Job Title • Job Summary • Tasks & Duties • Qualifications • Other information • How much detail?

  7. Format of a Task Statement • First word or phrase (required): Performs what action? (Present-tense verb) • Example: “Supervise …” • Next word or phrase (required): To whom or what is the action performed? • Example: “… operation of Machines …” • Next (optional): Additional information • Example: “… to maximize profitability.”

  8. Job Analysis Process • Source: Fisher, Schoenfeldt, & Shaw (2003), Figure 4.1

  9. Phase 1: Scope of Project • Decide purposes of project • Job design • Recruiting • Selection • Performance appraisal • Training • Compensation • Decide which jobs to include

  10. Phase 2: Methods • Decide which types of data are needed • Tasks & duties • Qualifications: KSAs & other characteristics • Identify sources of job data • Job incumbents: observation, interview, questionnaire • Supervisors: interview, questionnaire • Other sources

  11. Phase 2: Methods (cont’d.) • Select job analysis procedure • Narrative • Engineering approaches (e.g., time & motion) • Structured job analysis procedures Other examples: Critical Incidents Technique (CIT), Functional Job Analysis (FJA), Position Analysis Questionnaire (PAQ), Task Inventory Procedure, Ability Requirements Scales, Personality-Related Procedures (e.g., PPRF), & Managerial Procedures (e.g., MPDQ & PMPQ)

  12. Phase 3: Data Collection & Analysis • Collect job data • Analyze job data • Report results to organization • Recheck job analysis data periodically

  13. Phase 4: Assessment • Evaluate results against criteria of benefits, costs, and legality • Is the information job-related? • Is the information reliable & valid? • Are the job descriptions being used appropriately?

  14. Individual Work and Organizational Performance • Q: How exactly does individual work contribute to organizational performance? • Or: How do organizational goals translate into hiring requirements?

  15. The Changing Nature of Work • Various types of jobs: • Traditional • Evolving • Flexible • Idiosyncratic • Team-based • Tele-work( Virtual Organizations)

  16. Three Types of Job Analysis

  17. Why Should Organizations Do Job Analysis? • 1.        Assist with legal compliance • 2.        Recruitment • 3.        Selection • 4.        Performance appraisal • 5.        Training & development • 6.        Compensation • 7.        Employee/Labor relations

  18. How is Job Analysis Conducted? (1) • 1. Sources of job analysis information: • a. Job analyst • b. Job incumbent • c.  Supervisor • d. Other “SMEs”

  19. How is Job Analysis Conducted? (2) • 2. General approaches: • a. prior information • b. observation • c.  interviews • d. questionnaires • e.  diaries/logs

  20. How is Job Analysis Conducted? (3) • 3. Some specific approaches: • Functional Job Analysis • Uses the Dictionary of Occupational Titles • Breaks jobs down in terms of “data, people, and things” • Structured Job Analysis Interviews • One of the best ways to get information on both tasks and KSAOs • Position Analysis Questionnaire (PAQ) • Worker-oriented • Good for comparing jobs

  21. How is Job Analysis Conducted? (3 cont.) • D.Management Position Description Questionnaire (MPDQ) • A generic approach to analyzing managerial jobs • Task Inventories • Very specific analysis of particular jobs • Combination Approaches

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