Scribd
Upload
19 views

Job Analysis: Kelly Quirin Penn State University February 19, 2001

Job analysis is a systematic approach used in human resources to collect information about job tasks, responsibilities, and skills required. It assists organizations in determining job requirements, equipment needs, skills, and more. Various methods can be used including observation, interviews, questionnaires, and critical incident technique. An example is provided of the Department of Labor analyzing a job involving data, interacting with people, and using various tools or equipment.

Uploaded by

44[po
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
19 views

Job Analysis: Kelly Quirin Penn State University February 19, 2001

Job analysis is a systematic approach used in human resources to collect information about job tasks, responsibilities, and skills required. It assists organizations in determining job requirements, equipment needs, skills, and more. Various methods can be used including observation, interviews, questionnaires, and critical incident technique. An example is provided of the Department of Labor analyzing a job involving data, interacting with people, and using various tools or equipment.

Uploaded by

44[po
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 30

Job Analysis

Kelly Quirin
Penn State University
February 19, 2001

Overview
What is job analysis?
How can you use this tool in your
organization?
Methods of job analysis
How it works
Real world example
An exercise
Summary

What is job analysis?


A systematic approach to
collect information about a job
such as tasks, responsibilities
and the skills required to
perform those tasks
An important part of Human
Resources (HR) planning

How can it be used in


your organization?
Job analysis assists HR in
determining:

Necessity of the job


Equipment needed
Skills required
Supervision
Working conditions
Management/employee interaction

How can it be used in


your organization?
Recruiting
Keyword searches on resumes that
match job requirements

Selection
Appraisal
Salaries and Incentives
Training and Development

The Multifaceted Nature


of the Job Analysis
Labor Relations
Safety and
Health

Recruiting

Job Analysis
Job Description

Compensate
Performance
Appraisal

Job Specifications
Career
Development

Selection

*DeCenzo and
Robbins, p.
145

Strategic
HR
Planning
Employee
Training
Employee
Development

How can it be used in


your organization?
Job analysis can also:
Help the company remain profitable
and competitive
Help the company keep up with
technology
Prevent employees from being
overworked
Help the company stay
in compliance with
government regulations

Nuts and bolts


What is analyzed?
Work activities
Working conditions
Supervisors
Location
Schedule

Machines and equipment

Nuts and bolts


What is analyzed? (cntd.)
Job performance
Operations
Standards
Time

Experience, training, and skills


Supervision and promotion
patterns
Products/services completed

Nuts and Bolts


Who is involved in the job
analysis?

Management
Supervisors
Job analysts
Job incumbent
Unions
Consultants

Methods of Job Analysis


Observation
Interview
Individual
Group

Questionnaires
PAQ

Diary
Technical Conference
Critical Incident Technique

Methods of Job Analysis


Observation Method
Analyst observes incumbent
Directly
Videotape

Useful when job is fairly routine


Workers may not perform to
expectations

Methods of Job Analysis


Interview Method
Individual
Several workers are interviewed
individually
The answers are consolidated into a
single job analysis

Group
Employees are interviewed
simultaneously
Group conflict may cause this method
to be ineffective

Methods of Job Analysis


Questionnaires
Employees answer questions about
the jobs tasks and responsibilities
Each question is answered using a
scale that rates the importance of
each task

Methods of Job Analysis


Questionnaires (ctnd.)
Position Analysis Questionnaire
(PAQ)
A structured, behavioral questionnaire
194 items in 6 categories

Information input
Mental processes
Work output
Relationships
Job context
Other characteristics

Methods of Job Analysis


Diary Method
Employees record information into
diaries of their daily tasks
Record the time it takes to complete
tasks

Must be over a period of several


weeks or months

Methods of Job Analysis


Technical Conference Method
Uses experts to gather information
about job characteristics

Methods of Job Analysis


Critical Incident Technique (CIT)
Takes past incidents of good and
bad behavior
Organizes incidents into categories
that match the job they are related
to

Involves 4 steps

Methods of Job Analysis


CIT steps
Brainstorm and create lists of
dimensions of job behaviors
List examples of effective and
ineffective behavior for each
dimension
Form a group consensus on
whether each incident is
appropriately categorized
Rate each incident according to its
value to the company

How It Works
Conducting the job analysis
Know the purpose
Gather Information about jobs to
be analyzed
Books
Charts
Trade union literature
Government agency literature

Use employee input

How It Works
Conducting the job analysis
(ctnd.)
Choose an efficient method of
collecting information
Gather information from
employee/supervisor about the job
Draft a job description
Obtain supervisor approval

A Real World Example


The Department of Labor
Job analyst uses observation and
interview methods to gather
information about an employee
Information organized into 3
categories
Data
People
Things

A Real World Example


Work Functions
Data

People

Things

0.

Synthesizing

0. Mentoring

0. Setting up

Coordinating

1. Negotiating

1. Precision work

Analyzing

2. Instructing

2. Operating

Compiling

3. Supervision

3. Driving

Computing

4. Diverting

4. Manipulating

Copying

5. Persuading

5. Tending

Comparing

6. Speaking

6. Feeding

7. Serving

7. Handling

*U.S. Department of Labor, Dictionary of


Occupational Titles, 4th ed. Revised
(Washington, D.C.: Government Printing
Office, 1991), p.xix.

8. Helping

A Real World Example


Job titles are listed in the

Dictionary of Occupational Titles

Each job is given a code


Ex. A recruiter might be assigned
the code 2, 6, 7 if the job entails
analyzing data (2), speaking to
people (6), and handling different
things (7)
See previous table

An Exercise
Bruce Spuhler, customer service
manager at BGS Sports, wants
to conduct a job analysis on how
his employees interact with
customers and other employees.
What steps should Bruce take to
implement a successful job
analysis, and what method
should he use to analyze his
employees?

An Exercise
Possible Answer:
1. Determine the Purpose- to
reinforce good behavior among
employees and provide better
customer service
2. Gather as much information as
possible about retail and
customer service, including past
experiences with customers

An Exercise
3. Choose best method of job
analysis
-Critical Incident Technique
-This would allow Bruce to
discuss with his employees past
incidents and whether they were
effective or not
-Assign values of effectiveness
4. Gather information from workers
and other managers about the job

An Exercise
5. Draft a behavioral job
description
6. Identify areas that need
improvement, and implement
training programs to improve
those areas

Summary
Job analysis is an effective
approach to gathering
information about jobs
There are 6 popular techniques
to conducting job analyses
Job analysis is directly related
to nearly every function of
Human Resource departments in
organizations

References
Cascio, Wayne F. Managing Human Resources. New
York: McGraw-Hill, Inc., 1992.
DeCenzo, David A. and Stephen P. Robbins. Human
Resource Management. New York: John Wiley &
Sons, 1999.
Gomez-Mejia, Luis R. and David B. Balkin. Managing
Human Resources. Upper Saddle River: Prentice- Hall,
Inc., 2001.
U.S. Department of Labor. Dictionary of Occupational
Titles, 4th ed. Revised (Washington, D.C.: Government
Printing Office, 1991), p. xix.

You might also like