Job Analysis
What is a job?
-Job
A group of related activities and duties
- Position
The different duties and responsibilities performed by only one employee
- Job Family
A group of individual jobs with similar characteristics
Job Requirement
- Job Specification
+ Statement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the job
+ Since Griggs v Duke Power and the Civil Rights Act of 1991, job specifications used in selection must relate specifically to the duties of the job.
- Job Description
+ Statement of the tasks, duties, and
(TDRs) of a job to be performed
Job Analysis
- The process of obtaining information about jobs by determining what the duties, tasks, or activities of jobs are.
HR managers use the data to develop job descriptions and job specifications that are the basis for employee performance appraisal and development.
Job Analysis and Essential Job Functions
- Essential Functions
Statements in the job description of job duties and responsibilities that are critical for success on the job.
The purpose of essential functions is to match and accommodate human capabilities to job requirements.
- A job function is essential if:
+ The position exists to perform the function.
+ A limited number of employees are available to perform the function.
+ The function is specialized, requiring needed expertise or abilities to complete the job.
Performing Job Analysis
1. Select jobs to study
2. Determine information to collect: Tasks, responsibilities, skill requirements
3. Identify sources of data: Employees, supervisors/managers
4. Methods of data collection: Interviews, questionnaires, observation, diaries and records
5. Evaluate and verify data collection: Other employees, supervisors/managers
6. Write job analysis report
Gathering Job Information
- Interviews
- Questionnaires
- Observation
- Diaries
Controlling The Accuracy of Job Information
- Factors influencing the accuracy of job information
a. Self-reporting exaggerations and omissions by employees and managers
b. Collecting information from a representative sample of employees
c. Capturing all important job information
+ Length of job cycle exceeding observation period
+ Lack of access to job site for personal observation
+ Lack of familiarity with the tasks, duties, and responsibilities of a job
+ Ongoing changes in the job
O*NET and Job Analysis
+ Dictionary of Occupational Titles (DOT)
- A systematic occupational classification structure based on interrelationships of job tasks and requirements.
- Contains standardized and comprehensive descriptions of twenty-thousand jobs.
+ O*NET Database
- A online database of all DOT occupations plus an update of over 3,300 additional DOT occupations.
- Data are collected and published continuously.
Approaches to Job Analysis
Functional Job Analysis (FJA)
- Quantitative approach to job analysis that utilizes a compiled inventory of the various functions or work activities that can make up any job.
- Assumes that each job involves three broad worker functions: (1) data, (2) people, and (3) things.
- Position Analysis Questionnaire (PAQ)
A copyrighted questionnaire that is used to determine the degree to which different tasks are involved in performing a particular job.
- Critical Incident Method
Job analysis method by which job tasks are identified that are critical to job success.
- HRIS and Job Analysis
Human resource information systems (HRIS) help automate the process of job analysis.
A Sample Page From PAQ
- Job Title
Indicates job duties and organizational level
- Job Identification
Distinguishes job from all other jobs
- Essential Functions (Job Duties)
Indicate responsibilities entailed and results to be accomplished
- Job Specifications
Skills required to perform the job and physical demands of the job
Job Description
- Job Title
+Provides status to the employee.
+Indicates what the duties of the job entails.
+Indicates the relative level occupied by its holder in the organizational hierarchy.
Job Description, Job Identification Section
- Departmental location of the job
- Person to whom the jobholder reports
- Date the job description was last revised
- Payroll or code number
- Number of employees performing the job
- Number of employees in the department where the job is located
- O*NET code number.
- “Statement of the Job”
Job Duties, or Essential Functions, Section
Statements of job duties that:
- Are arranged in order of importance that indicate the weight, or value, of each duty; weight of a duty is gauged by the percentage of time devoted to it.
- Stress the responsibilities that duties entail and the results to be accomplished.
- Indicate the tools and equipment used by the employee in performing the job.
- Should comply with law by listing only the essential functions of the job to be performed.
Job Specifications Section
+ Personal qualifications an individual must possess in order to perform the duties and responsibilities
- The skills required to perform the job:
Education or experience, specialized training, personal traits or abilities, interpersonal skills or specific behavioral attributes, and manual dexterities.
- The physical demands of the job:
Walking, standing, reaching, lifting, talking, and the condition and hazards of the physical work environment
Problems With Job Descriptions
- If poorly written, they provide little guidance to the jobholder.
- They are not always updated as job duties or specifications change.
- They may violate the law by containing specifications not related to job success.
- They can limit the scope of activities of the jobholder, reducing organizational flexibility.
Writing Clear and Specific Job Descriptions
+ Create statements that:
- Are terse, direct, and simply worded; eliminate unnecessary words or phrases.
- Describe duties with a present-tense verb, the implied subject being the employee performing the job.
- Use “occasionally” to describe duties performed once in a while and “may” for duties performed only by some workers on the job.
- State the specific performance requirements of a job based on valid job-related criteria.
Job Design
+ Job Design
- An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.
+ Job Enrichment (Herzberg)
- Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work more rewarding or satisfying.
- Providing opportunities for achievement, recognition, growth, responsibility, and performance.
Job Enrichment Factors
- Increasing the level of difficulty and responsibility of the job
- Allowing employees to retain more authority and control over work outcomes
- Providing unit or individual job performance reports directly to employees
- Adding new tasks to the job that require training and growth
- Assigning individuals specific tasks, thus enabling them to become experts
Job Characteristics
Job Characteristics Model (Hackman and Oldham)
- Job design that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover.
No comments:
Post a Comment