Learning Objectives for this Session
\n\u2022\tExplain the historical context of job analysis.
\n\u2022\tDefine the importance of job analysis to all HR activities and functions.
\n\u2022\tExplain the information required to conduct a job analysis and sources of information.
\nJob Analysis Defined
\nJob analysis is the process of studying jobs to gather, analyze, synthesize and report information about job responsibilities and requirements and the conditions under which work is performed.
\nModified from Heneman and Judge (2009)
\nHistorical Perspective
\n\u2022\tFrederick Taylor (1911) Scientific Management
\n> Replaced rule-of-thumb work methods with scientific study.
\n> Scientifically select, train and develop workers.
\n> Cooperate with workers to ensure that scientific methods are followed.
\n> Divide work such that managers apply scientific principles and workers implement them.
\n> Find the \u201cone best way\u201d to accomplish any task.
\n> Utilized time and motion studies to analyze tasks.
\nHistorical Perspective
\n\u2022\tElton Mayo (1927-1932) Hawthorne Studies
\n> Informal organization affects productivity.
\n> Work group norms affect productivity.
\n> The workplace is a social system.
\n> Work is more than tasks and duties.
\nOrganizations in the New Millennium
\n\u2022\tEvolving work methods.
\n\u2022\tOrganization structure.
\n\u2022\tReporting relationships.
\n\u2022\tGlobal demands.
\n\u2022\tKnowledge workers.
\nFoundation of all HR practices<\/p>\n
Foundational
\n\u2022\tHR planning:\t\u2022
\n> Work design.
\n> Skills required.
\n\u2022\tStaffing:
\n> Advertising in labor
\nmarket.\t\u2022
\n> Selection criteria.
\n> Selection methods.
\n> Succession planning.
\nTraining:
\n> Training needs for new employees.
\n> Training program content.
\n> Training Assessment.
\nPerformance management:
\n> Performance standards. > Assessment criteria.
\n> Appraisal forms and methods.
\n> Feedback and communication with employees.
\nFoundational
\n\u2022\tSafety and health:\t\u2022
\n> Training required.
\n> Protective equipment needed.
\n> Hazard communications.
\n> Accommodations for medical impairments.\t\u2022
\n\u2022\tRewards:
\n> Value of each job for compensation purposes.
\n> FLSA status.
\n> Pay adjustments.
\nEmployee relations:
\n> Work rules, policies and procedures.
\n> Clear lines of authority and responsibility.
\n> Union work settings. Legal compliance:
\n> Recordkeeping.
\n> Accommodations.
\n> Training.
\n> Compensation practices.
\n> Equal employment
\npractices and affirmative action.<\/p>\n
\u2022\tData, people, things.
\n\u2022\tTasks or job functions:
\n> What gets done on the job. > Essential functions.
\n\u2022\tScope of responsibility:
\n> Supervision received.
\n> Supervision provided.
\n\u2022\tTools and equipment used on the job:
\n> Computer software.
\n> Hand tools.
\n> Job-related equipment.
\n\u2022\tWork context and environment:
\n> Physical environment (discomfort, hazards).
\n> Work schedule (hours, days). > Travel required.
\n\u2022\tSocial\/relationship factors:
\n> Nature of social contacts. > Level of social contact.
\n\u2022\tDecision-making authority:
\n> Judgment and discretion.
\n\u2022\tPersonal and physical demands of the job:
\n> Stand, sit, reach, lift, walk.
\n\u2022\tKnowledge, skills and abilities required to perform job tasks:
\n> Education.
\n> Experience.
\n\u2022\tCertification (desired) and licensure (required):
\n> Certification (HR).
\n> Board licensure (physician, engineer).<\/p>\n
Job Requirements Matrix
\nTasks\t\tKSAs
\nSpecific
\nTasks\tTask
\nDimensions\tImportance (% of time)\tNature\tImportance to tasks (1-5)
\nArrange schedules with office Helpant to ensure that office is staffed.\tSupervision\t30%\tKnowledge of office policies and operations.\t4.9
\nAssign office tasks to office Helpant and volunteers.\tSupervision\t\tKnowledge of office policies and operations.
\nType\/transcribe letters, memos and reports.\tWord processing\t20%\tKnowledge of typing formats and software.\t3.1
\nSee Exhibit 4.3 on page 151 of Heneman and Judge, Staffing Organizations, 2009.
\nData Sources
\n\u2022\tJob incumbent
\n\u2022\tSupervisor or manager
\n\u2022\tFormer jobholders
\n\u2022\tJob analyst
\n\u2022\tSubject matter experts (SMEs)
\n\u2022\tIndustry resources
\n\u2022\tProfessional organizations like SHRM
\nDictionary of Occupational Titles
\n\u2022\tDictionary of Occupational Titles is now online on O*Net.
\n\u2022\tComprehensive searchable database: http:\/\/online.onetcenter.org
\nO*Net Homepage
\nEnd of Session I
\n\u2022\tThis concludes Session I.
\n\u2022\tAssignment for Session II:
\n> In groups of four to five students, retrieve a job description from O*Net.
\n> Choose from the following list of job titles:
\n\u2022\tDental hygienist.
\n\u2022\tWaiter and waitress.
\n\u2022\tReal estate sales agent.
\n\u2022\tFloral designer.
\n\u2022\tHairdresser, hairstylist, cosmetologist.
\n\u2022\tRetail salesperson.
\n\u2022\tPrint out the job description and bring it to the next class session.
\nLearning Objectives for Session II
\n\u2022\tExplain data collection methods to conduct a job analysis.
\n\u2022\tAnalyze a job description retrieved from O*Net with respect to sources and data collection methods.
\n\u2022\tAnalyze a job description retrieved from O*Net with respect to importance of tasks.
\nData Collection Methods
\n\u2022\tObservation
\n\u2022\tWork sample
\n\u2022\tWork diary
\n\u2022\tInterview
\n\u2022\tQuestionnaire
\n\u2022\tPerform the job
\n\u2022\tBackground records
\n\u2022\tMultiple methods
\nObservation
\n\u2022\tDirectly observe job incumbents performing the job duties, work sample or job segments.
\n\u2022\tCan also be observed indirectly via video or audiotape:
\n> Hazardous jobs (airline pilot, surgeon, construction). > High-risk jobs (nuclear power plant).
\n\u2022\tBest when job\/task is repetitive and short cycle.
\n\u2022\tGood for manual jobs and tasks.
\n\u2022\tNot good for nonrepetitive, long-cycle jobs and tasks.
\n\u2022\tNot good for creative or \u201cthinking\u201d jobs and tasks.
\nWork Sample
\n\u2022\tObserve samples of critical job tasks.
\n\u2022\tBest when job or task is repetitive and short cycle.
\n\u2022\tGood for manual jobs and tasks.
\n\u2022\tNot good for nonrepetitive, long-cycle jobs and tasks.
\n\u2022\tNot good for creative or \u201cthinking\u201d jobs and tasks.
\n\u2022\tChoosing the \u201cright\u201d or most representative tasks:
\n> Scientifically sample the job tasks to choose appropriate tasks.
\nWork Diary
\n\u2022\tDescription of daily activities maintained for a period of time:
\n> Calendar, day planner.
\n\u2022\tBest when job or task is nonrepetitive, long cycle.
\n\u2022\tGood for creative or \u201cthinking\u201d jobs\/tasks.
\n\u2022\tRequires great discipline on diary-keeper\u2019s part.
\n\u2022\tAccuracy may be questionable.
\nInterview
\n\u2022\tIndividual or group interviews:
\n> Job incumbents.
\n> Supervisor.
\n> Former job holders.
\n> Clients.
\n> Subject matter experts (SMEs).
\n\u2022\tGenerates \u201cdeep\u201d information: > Qualitative data is rich.
\n\u2022\tTime-consuming and expensive.
\n\u2022\tLacks anonymity.
\n\u2022\tSubject to interviewer\u2018s skill level.
\nQuestionnaire
\n\u2022\tStructured form or checklist.
\n\u2022\tPaper and pencil or computer-based.
\n\u2022\tCommonly used method.
\n\u2022\tStandardized in content and format.
\n\u2022\tGood for accessing large numbers of responses.
\n\u2022\tQuantitative data.
\n\u2022\tEconomical.
\n\u2022\tAnonymous.
\n\u2022\tDownside is possible deficiency of questions\/content areas assessed.
\n\u2022\tAssumes incumbent literacy and intelligence.
\nPerform the Job
\n\u2022\tJob analyst performs the job duties as described by job incumbent and\/or supervisor.
\n\u2022\tFirst-hand exposure to job tasks and context provides rich, relevant data.
\n\u2022\tTime-consuming. \u2022\tPotential safety risks.
\n\u2022\tAssumes a certain level of skill to perform the tasks.
\nBackground Records
\n\u2022\tData mining of relevant materials such as:
\n> Organizational charts.
\n> Training manuals.
\n> Policies and procedures.
\n> Payroll records.
\n> Production records. > Call sheets.
\n\u2022\tA good starting point.
\n\u2022\tDocuments may not exist in usable form.
\n\u2022\tDocuments may be out of date.
\nMultiple Methods
\n\u2022\tFor best result, use multiple methods.
\n\u2022\tBalance time and cost constraints.
\n\u2022\tBalance the strengths and weaknesses of each method.
\n\u2022\tNo magic formula to determine how many methods are ideal or which methods to combine for a given job.
\n\u2022\tIdeally, obtain both quantitative and qualitative data.
\nJob Analysis Activity I
\nUsing a job description retrieved from O*Net, you will determine the sources and methods best used to collect data to analyze this job.<\/p>\n
1.\tWhat is your job description Position? E.g. Nurse
\n2.\tThe best ways to collect data for this would be: (list 5)
\na.
\nb.
\nc.
\nd.
\ne.
\n3.\tYou will then determine the importance of each task for the job. List minimum of 5 max of 10.
\n1.
\n2.
\n3.
\n4.
\n5.
\n6.
\n7.
\n8.
\n9.
\n10.
\nThe URL for O*Net is: http:\/\/online.onetcenter.org.<\/p>\n
End of Session II
\n\u2022\tThis concludes the second session.
\n\u2022\tRemember to bring your printed job description and worksheet for the activity to the next session.
\nLearning Objectives for Session III
\n\u2022\tIdentify the outcomes of job analysis.
\n\u2022\tDistinguish between essential and nonessential job duties.
\n\u2022\tExplain the legal implications of job analysis.<\/p>\n
Outcomes of Job Analysis
\n\u2022\tJob description:
\n> Systematic, detailed summary of job tasks, duties and responsibilities.
\n> Assures that employees and managers are on the same page regarding who does what.
\n\u2022\tJob specification:
\n> Detailed summary of qualifications needed to perform required job tasks.
\n\u2022\tPerformance standards:
\n> Establishes the level of satisfactory performance.
\nJob Description
\n\u2022\tThe job description should include at least the following elements:
\n> Job title.
\n> Job code.
\n> FLSA status.
\n> Job summary.
\n> Essential job duty task statements.
\n> Job context or any unusual elements.
\n> Date created.
\n> Revision number and date.
\nJob Specification
\n\u2022\tThe job specification should include at least the following elements:
\n> Job title.
\n> Job code.
\n> Job summary.
\n> Knowledge required to perform job.
\n> Skills required to perform job.
\n> Abilities required to perform job.
\n> Education required.
\n> Experience required.
\n> Licensure required or certification desired to perform the job.
\n> Date created.
\n> Revision number and date.
\nPerformance Standards
\n\u2022\tPerformance standards define the level of expected quality and quantity of work produced on the job.
\n\u2022\tLine managers\u2019 input in developing performance standards is essential.
\n\u2022\tStandards must be consistent and reasonable.
\n\u2022\tPerformance standards help the employee gauge performance on the job.
\nEssential Job Functions
\n\u2022\tAmericans with Disabilities Act (1990)
\n> Percentage of time spent on task:
\n\u2022\tSignificant percentage of time.
\n\u2022\tOften 20 percent or more. > Frequency of task:
\n\u2022\tTask performed regularly?
\n\u2022\tDaily, weekly, monthly.
\n> Importance of task:
\n\u2022\tDoes the task affect other parts of the job.
\n\u2022\tDoes the task affect other jobs.
\nJob Analysis Activity II
\nUsing a job description retrieved from O*Net, determine the essential and nonessential job functions of the job.
\n1.\tEssential Job Functions:<\/p>\n
2.\tNonessential job functions:<\/p>\n
Next, determine the abilities required to perform the job? List minimum of 5 max 10
\n1.
\n2.
\n3.
\n4.
\n5.
\n6.
\n7.
\n8.
\n9.
\n10.<\/p>\n
Behavioral Aspects
\n\u2022\tEmployee fears:
\n> Paranoia.
\n> Self-protection.
\n\u2022\tInflating titles and jobs.
\n\u2022\tLimiting managerial flexibility:
\n> \u201cIt\u2019s not in my job description.\u201d
\n\u2022\tIncumbent emphasis.
\nMaintenance
\n\u2022\tJob descriptions and specifications must be kept current to reflect changes in:
\n> Work practices and processes.
\n> Tools and equipment used on the job. > Levels of discretion
\n> Licensure or certification.
\n\u2022\tAnnual review during performance appraisal.
\n\u2022\tReview when incumbent turns over.<\/p>\n","protected":false},"excerpt":{"rendered":"
Learning Objectives for this Session \u2022 Explain the historical context of job analysis. \u2022 Define the importance of job analysis to all HR activities and\u2026<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7650,7624,1387,7654,667,7649,7652],"tags":[613,7594,1394,7598,7595,7593,7597,7599,7601,7590,7596,7591,7592],"class_list":["post-92713","post","type-post","status-publish","format-standard","hentry","category-assignment-writing-help","category-dissertation-help","category-dissertation-writing-service","category-healthcare-assignment-help","category-nursing-essay","category-research-essay-help","category-write-my-essay-online","tag-best-dissertation-writing-services-uk","tag-cheap-custom-essay-writing-services","tag-custom-research-paper-writers","tag-custom-research-papers-writing-service","tag-essay-writer-websites","tag-essay-writing-service-quality-cheap","tag-free-research-paper-writing-service","tag-help-me-write-a-research-paper","tag-i-need-help-with-my-dissertation","tag-professional-dissertation-writing-service","tag-quick-essay-writing-service","tag-top-rated-dissertation-writing-services","tag-top-uk-dissertation-writing-services"],"_links":{"self":[{"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/posts\/92713","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/comments?post=92713"}],"version-history":[{"count":0,"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/posts\/92713\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/media?parent=92713"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/categories?post=92713"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.studyproessays.com\/help\/wp-json\/wp\/v2\/tags?post=92713"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}