Transcript Trends - mnsu.edu

Job Analysis
• Cornerstone of HR Practice
• Drives Staffing – what people do, what
skills they need
• Drives Compensation – pay for worth
• Drives Training – close gap between skills
and performance demands
• Drives Organizational Design –
capital/labor trade-offs
Job Analysis (continued)
• How do we do it?
– Try it
– Watch
– Ask - oral / written
• Need for “multi-source, multi-method approach
Job Analysis (continued)
• Two Products
– Job Description
– Job Specification – KSA and O’s
Job Analysis (continued)
• KSA and O’s
– Knowledge, skills, abilities (and other
qualities, such as personality traits)
– Note “competencies” used by organizational
behavior folks (ie., mgmt 480) similar
– 2 general kinds, mental and physical
Mental Skills
• Intelligence
– Capacity vs. Current Proficiency
– Hierarchical vs. Common factor models
– New hybrids
• Social Intelligence
• Emotional Intelligence
Physical Skills
• Common factor model dominates
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static strength
dynamic strength
explosive strength
trunk strength
extent flexibility
dynamic flexibility
gross body coordination
gross body equilibrium
stamina
“And O’s”
Personality - The Big 5 – common factor model
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extraversion
agreeableness
conscientiousness**
emotional stability*
openness to experience
Social Intelligence – read others, adjust own behavior
Emotional Intelligence – self-control, self-management
Job Analysis - Conclusion
• O*Net web site – online job analysis tool
• http://www.onetcenter.org
• Current job information key to managing
• Job Analysis is how we get that info