Transcript STRATEGIC HUMAN RESOURCE MANAGEMENT: AN OVERVIEW

Employee Recording
• Describe daily work
activities in diary or log
• Problem: Employees
exaggerating job
importance
• Valuable in
understanding highly
specialized jobs
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Combination of Methods
• Usually use more than one method
• Clerical and administrative jobs:
questionnaires supported by interviews
and limited observation
• Production jobs: interviews supplemented
by extensive work observations may
provide necessary data
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Other Methods Available for
Conducting Job Analysis
• Department of Labor Job Analysis
Schedule
• Functional Job Analysis
• Position Analysis Questionnaire
• Management Position Description
Questionnaire
• Guidelines-Oriented Job Analysis
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Department of Labor Job Analysis
Schedule
• Structured job analysis questionnaire that
uses a checklist approach to identify job
elements
• Focuses on general worker behaviors
instead of tasks
• Some 194 job descriptors relate to joboriented elements
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Functional Job Analysis
• Concentrates on the interactions among
the work, the worker, and the organization
• Modification of the job analysis schedule
• Assesses specific job outputs and
identifies job tasks in terms of task
statements
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Position Analysis Questionnaire
• Uses a checklist approach to identify job
elements
• Focuses on general worker behaviors
instead of tasks
• 194 job descriptors relate to job-oriented
elements
• Each job being studied is scored relative
to the 32 job dimensions
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Management Position Description
Questionnaire
• Designed for management positions
• Uses a checklist to analyze jobs
• Has been used to determine the training
needs of individuals who are slated to
move into managerial positions
• Has been used to evaluate and set
compensation rates for managerial jobs
and to assign the jobs to job families
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Guidelines-Oriented Job Analysis
• Step-by-step procedure for describing the
work of a particular job classification
• Obtains the following types of information:
(1) machines, tools, and equipment; (2)
supervision; (3) contacts; (4) duties; (5)
knowledge, skills, and abilities; (6)
physical and other requirements; and (7)
differentiating requirements
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Conducting Job Analysis
People who participate
in job analysis should
include, at a minimum:
• Employee
• Employee’s immediate
supervisor
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Job Description
• Document that states
tasks, duties, and
responsibilities of job
• Vitally important job
descriptions are both
relevant and accurate
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Content of a Job Description
• Job Identification – Job title, department,
reporting relationship, and job number or
code
• Job Analysis Date – Aids in identifying job
changes that would make description
obsolete
• Job Summary – Concise overview of job
• Duties Performed – Major duties
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O*NET, the Occupational
Information Network
• Comprehensive government developed
database of worker attributes and job
characteristics
• Primary source of occupational
information
• Replaces Dictionary of Occupational
Titles (DOT)
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Job Specification
• Job Specification - Minimum
qualifications person should
possess to perform particular job
• Should reflect minimum, not ideal
qualifications for particular job
• Job specifications are often
included as major section of job
descriptions
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Problems If Job Specifications
Are Inflated
• May systematically eliminate
minorities or women from
considerations
• Compensation costs will
increase
• Job vacancies will be harder
to fill
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