© 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc. All rights reserved. All rights reserved. PowerPoint Presentation by Charlie Cook PowerPoint Presentation by Charlie Cook The University of West Alabama The University of West Alabama 1 Human Resource Human Resource Management Management ELEVENTH EDITION ELEVENTH EDITION G A R Y D E S S L E R G A R Y D E S S L E R Job Analysis Job Analysis Chapter 4 Chapter 4 Part 2 | Recruitment and Placement Part 2 | Recruitment and Placement © 2008 Prentice Hall, Inc. All rights reserved. 4–2 After studying this chapter, you should be able to: 1. 1. Discuss the nature of job analysis, including what it is Discuss the nature of job analysis, including what it is and how it’s used. and how it’s used. 2. 2. Use at least three methods of collecting job analysis Use at least three methods of collecting job analysis information, including interviews, questionnaires, and information, including interviews, questionnaires, and observation. observation. 3. 3. Write job descriptions, including summaries and job Write job descriptions, including summaries and job functions, using the Internet and traditional methods. functions, using the Internet and traditional methods. 4. 4. Write job specifications using the Internet as well as Write job specifications using the Internet as well as your judgment. your judgment. 5. 5. Explain job analysis in a “jobless” world, including Explain job analysis in a “jobless” world, including what it means and how it’s done in practice. what it means and how it’s done in practice. © 2008 Prentice Hall, Inc. All rights reserved. 4–3 Methods of Collecting Job Analysis Methods of Collecting Job Analysis Information: The Interview Information: The Interview • Information Sources Information Sources  Individual employees Individual employees  Groups of employees Groups of employees  Supervisors with Supervisors with knowledge of the job knowledge of the job • Advantages Advantages  Quick, direct way to find Quick, direct way to find overlooked information overlooked information • Disadvantages Disadvantages  Distorted information Distorted information • Interview Formats Interview Formats  Structured (Checklist) Structured (Checklist)  Unstructured Unstructured © 2008 Prentice Hall, Inc. All rights reserved. 4–4 Methods of Collecting Job Analysis Methods of Collecting Job Analysis Information: Questionnaires Information: Questionnaires • Information Source Information Source  Have employees fill out Have employees fill out questionnaires to describe questionnaires to describe their job-related duties and their job-related duties and responsibilities responsibilities • Questionnaire Formats Questionnaire Formats  Structured checklists Structured checklists  Open-ended questions Open-ended questions • Advantages Advantages  Quick and efficient way to Quick and efficient way to gather information from gather information from large numbers of large numbers of employees employees • Disadvantages Disadvantages  Expense and time Expense and time consumed in preparing consumed in preparing and testing the and testing the questionnaire questionnaire © 2008 Prentice Hall, Inc. All rights reserved. 4–5 Methods of Collecting Job Analysis Methods of Collecting Job Analysis Information: Observation Information: Observation • Information Source Information Source  Observing and noting the Observing and noting the physical activities of physical activities of employees as they go employees as they go about their jobs about their jobs • Advantages Advantages  Provides first-hand Provides first-hand information information  Reduces distortion of Reduces distortion of information information • Disadvantages Disadvantages  Time consuming Time consuming  Difficulty in capturing Difficulty in capturing entire job cycle entire job cycle  Of little use if job involves Of little use if job involves a high level of mental a high level of mental activity activity © 2008 Prentice Hall, Inc. All rights reserved. 4–6 Methods of Collecting Job Analysis Methods of Collecting Job Analysis Information: Participant Diary/Logs Information: Participant Diary/Logs • Information Source Information Source  Workers keep a Workers keep a chronological diary/ log of chronological diary/ log of what they do and the time what they do and the time spent on each activity spent on each activity • Advantages Advantages  Produces a more complete Produces a more complete picture of the job picture of the job  Employee participation Employee participation • Disadvantages Disadvantages  Distortion of information Distortion of information  Depends upon employees Depends upon employees to accurately recall their to accurately recall their activities activities © 2008 Prentice Hall, Inc. All rights reserved. 4–7 Quantitative Job Analysis Techniques Quantitative Job Analysis Techniques Position Analysis Questionnaire Functional Job Analysis Quantitative Job Analysis Department of Labor (DOL) Procedure © 2008 Prentice Hall, Inc. All rights reserved. 4–8 Writing Job Descriptions Writing Job Descriptions Job Identification Job Summary Responsibilities and Duties Authority of the Incumbent Standards of Performance Working Conditions Job Specifications Sections of a Typical Job Description © 2008 Prentice Hall, Inc. All rights reserved. 4–9 Writing Job Specifications Writing Job Specifications Specifications for Trained Versus Untrained Personnel Specifications Based on Statistical Analysis “What traits and experience are required to do this job well?” Specifications Based on Judgment © 2008 Prentice Hall, Inc. All rights reserved. 4–10 Job Analysis in a “Jobless” World Job Analysis in a “Jobless” World Job Enlargement Job Enrichment Job Design: Specialization and Efficiency? Job Rotation [...]... All rights reserved Standard Occupational Classification (SOC) job enlargement job rotation job enrichment dejobbing boundaryless organization reengineering competencies competency-based job analysis performance management 4 12 ... Analysis in a “Jobless” World (cont’d) Dejobbing the Organization Flattening the Organization Using SelfManaged Work Teams © 2008 Prentice Hall, Inc All rights reserved Reengineering Business Processes 4 11 KEY TERMS job analysis job description job specifications organization chart process chart diary/log position analysis questionnaire (PAQ) U.S Department of Labor (DOL) job analysis procedure functional . Alabama 1 Human Resource Human Resource Management Management ELEVENTH EDITION ELEVENTH EDITION G A R Y D E S S L E R G A R Y D E S S L E R Job Analysis Job Analysis Chapter 4 Chapter 4 Part 2. organization reengineering reengineering competencies competencies competency-based job analysis competency-based job analysis performance management performance management . their job-related duties and their job-related duties and responsibilities responsibilities • Questionnaire Formats Questionnaire Formats  Structured checklists Structured checklists  Open-ended