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Job Analysis

job analysis ppt

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harryworld
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© Attribution Non-Commercial (BY-NC)
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53 views

Job Analysis

job analysis ppt

Uploaded by

harryworld
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Job Analysis

Definition
- process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job.

General Types
Task Oriented Person Oriented

Outcomes

Job description Job specification

Uses

Staffing activities

Wage and salary determination


Performance Appraisal decisions

Training
To develop predictors and criteria

Why interest?

Jobs not static

Uniform Guidelines Require


Determine job requirements to establish validity Defend against suits (e.g. EEO)

Role of Job Analysis in Human Resource Selection


Job Analysis Method Systematic Process for Collecting Information on the Work-Related Aspects of a Job

Produces

Employee Specifications

Predictors

Translated Into Work-Related Information Job Tasks, Duties, Work Behaviors, Critical Incidents, etc.

Translated Into Human Attributes Knowledge, Skills, Abilities and Other-Employee Characteristics Selection Instruments Tests, Employment Interviews, Application Blanks, etc.

Inferential Leap (1)

Inferential Leap (2)

Criteria Translated Into Employee Performance Measures Performance Appraisals, Productivity Assessments, etc. Inferential Leap (3) Inferential Leap (4)

Valid?

Who performs job analysis?

What jobs should be analyzed?

Specific types of Job Analysis


A. Interview
Group or individual
Structured or unstructured Lacks standardization $$$$ Distortion and exaggeration Most widely used

Specific Types of Job Analysis


B. Observation
Mainly for physical activity (not mgr.)

C. Diary logs
Keep track of critical incidents

Specific Types of Job Analysis


D. Questionnaire
Prefabricated or tailored
Easily quantifiable

Lengthy?

1. The PAQ

Which method to use?


Refined and tested? Readily acceptable? Occupational versatility? Standardization?

User/respondent acceptability?
Training requirements?

Which method to use?


Sample size needed? Suitable for validation? Reliability? Utility in developing selection tools?

Cost?

Sources of Error

Inadequate sampling

Response set
Analyst inexperience

Job environment changes

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