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The Future of Job Analysis

This document discusses how job analysis is changing due to shifting societal, technological, and business conditions. Societal changes like increasing diversity and educational attainment are creating demands for new job opportunities. Technological changes like automation and robots are demolishing some jobs while requiring HR to be more innovative. Business changes like globalization, lean manufacturing, and decentralized organizations necessitate more flexible and team-oriented job descriptions. Future job analysis needs to consider new skills, roles, relationships, and mental representations to capture increasingly complex work. It also needs new data sources, collection methods, and dissemination techniques to remain relevant in a changing world.

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Furqan Khan Khattak
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40 views

The Future of Job Analysis

This document discusses how job analysis is changing due to shifting societal, technological, and business conditions. Societal changes like increasing diversity and educational attainment are creating demands for new job opportunities. Technological changes like automation and robots are demolishing some jobs while requiring HR to be more innovative. Business changes like globalization, lean manufacturing, and decentralized organizations necessitate more flexible and team-oriented job descriptions. Future job analysis needs to consider new skills, roles, relationships, and mental representations to capture increasingly complex work. It also needs new data sources, collection methods, and dissemination techniques to remain relevant in a changing world.

Uploaded by

Furqan Khan Khattak
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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THE FUTURE OF

JOB ANALYSIS

• RIDA ZAINAB
• TAJAMUL HUSSAIN
• SANA SHOUKAT
• MAHAM RUBAB
CHANGING CONDITIONS WHICH
IMPACT THE JOB ANALYSIS

SOCIETAL TECHNOLOGICAL BUSINESS


CHANGES CHANGES CHANGES
SOCIETAL CHANGES

DEMOGRAPHIC CHANGES
• Growing women
• Racial and Ethnic Diversity
• Dual career families
• Increasing levels of
educational attainment
• Creates demands for new
opportunities
DIVERSITY

• More women
• Millennial's turned into biggest generation in
workforce back in 2015
• Strategic Market Advantage
• One size fits all does not work
• Work models, compensation and benefits,
recognition and motivation programs
TECNOLOGICAL CHANGES

Robots Automation

HR Departments
Demolishing
need more
jobs
innovation
BUSINESS ENVIRONMENT

CHANGE
• Globalization
• TQM, JIT, Lean Manufacturing
• Skills-based hiring
• Servitization
• Fluid work with dynamic KSAOs
• Teamwork and self-managing
teams
• Boundaryless organizations and
decentralized authority
• Evaluation of results rather than
work processes
IMPLICATIONS FOR JOBS AND
WORK/JOB ANALYSIS

• Changing working environment


• Involvement of new technology to
job analysis process
• Criticism of job analysis for
increasing boundaries
• Work analysis – more inclusive term
• More flexible for the worker
• Job crafting
DESCRIPTORS

• What descriptors must we add to capture the essence of


jobs that are increasingly flexible, complex, team
oriented, and infused with new technology?
• Competency modelling
• A top-down approach
• Aspirational and oriented toward future goals of the
organization
• Integrates multiple KSOAs into broad competencies
• Results in listing of behavioral themes common to multiple
jobs and/or
• professions
DESCRIPTORS (Contd.)

• Flexibility
• define jobs more inclusively (all that a worker might do
in a given time period)
• base the analysis on broad characteristics required by
the work rather than on more narrow characteristics
required by specific tasks
• focus on attributes that are important regardless of
tasks
PERSONAL CHARACTERISTICS

• OCEAN Theory – Big


Five Personality Traits
• Openness to new
experience
• Conscientious
• Extroversion
• Agreeableness
• Neuroticism
INTERPERSONAL RELATIONS

 Positive work-related outcomes


i.e. improved job performance.
 Effective team-work
 O*NET has many descriptor
domains related to intrapersonal
relationships
 Team
 Customer Service
 Culture
ROLES

• Work analysis should be defined as:


• Work role requirements
• Broader context within which work roles are enacted
• Mintzberg described three general types of roles
TYPES OF ROLES

1. Interpersonal roles: 2. Informational roles:


• Figurehead • Monitor
• Leader • Disseminator
• Lainson • Representative
3. Decisional role: 4. Team roles
• Task ( contractor, creator, contributor ,
• Entrepreneur completer , critic )
• Resource • Social ( cooperator , communicator ,
calibrator)
• Disturbance handler
• Boundary spanning ( consul,
coordinator )
JOB DESIGN FEATURES

• Connections:
 Traditional job analysis focus on what task are
performed in a job but don’t focus on what
are connection between them.
• Mental representation:
 New technique is developed
 cognitive task analysis for better
understanding of mental activities
 focus on the mental representations that
people have of their work and how they use
such representations to achieve their work
goals.
JOB DESIGN FEATURES

Flowchart and time charts:


• flowchart shows how the work is done to
achieve a specific goals and show the
relationship of task.
New scales:
• scales centered on how feasible it is to
outsource the task may be useful in future
job analyses ,
• strategic mission of the organization ,
• scales that assess the impact of the task on
customer service outcomes might be used.
SOURCES OF GATHERING
INFORMATION

Customers Specialists Computers


METHODS OF COLLECTING DATA

Data collect through


observing the work,
Interview with individuals/panels and
responses to questionnaires.

Computer networks
Use of network such as internet
Paper-and-pencil test way to point-and-click test
Virtual meeting rather than face to face meeting
Much cheaper
FORCASTING

•By using different methods people


have to make their best guess
about what the job will be.
• Ask a panel to make ratings of
current and future tasks
• Simulation(Hypothetical
scenario)
UNITS OF ANALYSIS

• Time-and –motion studies used


elemental motions as the primary
units of analysis.
• Closeness or connectedness is
relatively new unit of analysis.
o Used for training selection, job
design
o Assessing expertise training
certification training evaluation or
standard for job performance.
DISSEMINATION, STORAGE AND
RETRIEVAL

• Job analysis data come in handy for legal reasons, need


to storage information so it can be retrieved if needed.
• O*NET
1. Written copies of a formal report
2. Online storage
3. key recipients
4. Periodic retrieval
Thankyou!

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