Job Analysis

Employer and Employee Perspectives

Strategic Importance of Job Analysis and Competency Modeling

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Job analysis and competency modeling are systematic procedures that provide the foundation for all HRM activities.

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Information about jobs and job requirements is necessary for fair and effective HRM decision-making.

Legal Protection

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Nondiscrimination

– Job analysis is used to document decisions and to protect against unfair treatment claims in selection and promotion decisions.

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Griggs v. Duke Power (1971)

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Rowe v. General Motors (1972)

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United States v. City of Chicago (1978)

• Americans with Disabilities Act (ADA) of 1990 – Independent Contractors • Temporary employees

Basic Terminology

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Job Analysis (not Job Evaluation)

– A systematic process of describing and recording information about job behaviors, activities, and work specifications.

• • Purposes of a job Major duties or activities required of job holders (job description) • • Conditions under which the job is performed Competencies, that is, skills, knowledge, abilities, and other attributes that enable and enhance performance in a job (job specification) There are at least 15 major approaches to Job Analysis

Basic Terminology

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Task-Oriented Job Analysis

– Focus on what the job involves • Activities • Outcomes

Worker-Oriented Job Analysis

– Focus on required characteristics of job incumbents – Focus on who can do the job • Competency modeling is a worker-focused approach

EXHIBIT 5.11 (p. 171)

Partial Job Analysis Results from a Customized Inventory

Case Study (p. 183)

An Old Job Description

Basic Objective Specific Tasks Job Qualifications Associate Programmer

Perform coding, testing, and documentation of programs, under the supervision of a project leader. • Perform coding, debugging, and testing of a program when given general program specifications • Develop documentation of the program." • Assist in the implementation and training of the users in the usage of the system." • Report to the manager of Management Information Services." Minimum: • BA/BS degree in relevant field or equivalent experience/knowledge." • Programming knowledge in Java or C++. " • Good working knowledge of business and financial applications." Desirable: • Computer programming experience in a time-sharing environment." • Some training or education in XML, UML, and HTML

Case Study (p. 184)

A New Job Description

General Statement of Duties Supervision Received Supervision Exercised Examples of Duties Minimum Qualifications Desirable Qualifications Associate Programmer

Performs coding, debugging, testing, and documentation of software under the supervision of a technical superior or manager. Involves some use of independent judgment.

Works under close supervision of a technical superior or manager. No supervisory duties required. (Any one position may not include all the duties listed, nor do listed examples include all duties that may be found in positions of this class.) • Confers with analysts, supervisors, and/or representatives of the departments to clarify software intent and programming requirements.

• Performs coding debugging and testing of software when given program specifications for a particular task or problem.

• Writes documentation for the program.

• Seeks advice and assistance from supervisor when problems outside the realm of understanding arise.

• Communicates any program specification deficiencies back to supervisor.

• Reports ideas concerning design and development back to supervisor.

• Assists in the implementation of the system and training of end users.

• Provides some support and assistance to users. " • Develops product knowledge and personal expertise and proficiency in system usage.

• Assumes progressively complex and independent duties as experience permits.

• Performs all duties in accordance with corporate and departmental standards.

• Education: BA/BS degree in relevant field or equivalent experience/knowledge in computer science, math, or other closely related field. • Experience: No prior computer programming work experience necessary.

• Knowledge, skills, ability to exercise initiative and sound judgment.

• Knowledge of a structured language.

• Working knowledge in operating systems.

• Ability to maintain open working relationship with supervisor.

• Logic and problem-solving skills.

• System flowchart development skills.

• Exposure to Java, C++, and data transfer languages.

• Some training in general accounting practices and controls.

• Effective written and communication skills.

Competency Modeling

• • Competency – A measurable pattern of knowledge, skill, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully.

Competency Modeling – An approach to job analysis that emphasizes the individual characteristics (e.g., KSAs) needed for effective performance in terms of: • Knowledge • Skills • Abilities • Interests • Values • Personality

EXHIBIT 5.9 (p. 168)

Portions of a Job Analysis Questionnaire for Human Resource Analyst I

EXHIBIT 5.14

Competency Rating Results for Human Resource Analyst I

Competency Ratings Item 1 2 3 4 Competency Knowledge of HR procedures Knowledge of organizational structure Knowledge of laws and ethics Computer skill Percentage Who Use It 100 100 100 100 Median Importance Rating* 2.5

2.0

2.0

2.5

Percentage Rating It as Necessary at Entry 70 0 60 80 Note: Results shown only for incumbents who report using the competency.

*Scale for importance ratings: 4 = Critical 3 = Very important 2 = Moderately important 1 = Slightly important 0 = Of no importance **Scale for extent to which competency distinguishes superior from average employees in the job: 3 = To a great extent 2 = Considerably 1 = Moderately 0 = Slightly or not at all Median Rating for Distinguishing Superior Employees** 3.0

2.0

2.5

0.5

EXHIBIT 5.12

(p.. 173)Sample Items in the Personality-Related Position Requirements Form (PPRF)

Job Analysis Applied to You!

Your Resume: Is it a job description?

OR Is it a job specification?