Transcript job analysis

JOB ANALYSIS
AND
JOB/WORKFORCE FLEXIBILITY
Chapter Objectives
1. Defining job analysis.
2. Purposes of job analysis.
3. Job analysis process.
4. Flexible jobs/workforce.
1. What is job analysis?
The documentation of the
major responsibilities,
duties, and tasks of a job,
as well as the kinds of
knowledge, skills, and
abilities needed to perform
the job.
Defining the terms “responsibilities”, “duties”,
and “tasks”. See text, p. 61.
• Responsibility (Typically 3 to 6)
The major groupings of activities (i.e., duties) performed in a job.
• Duty (Typically 2 to 10)
Clusters of specific actions (i.e., tasks) with a common purpose used to
carryout each major responsibility.
• Task (Typically 2 to 10)
A specific action taken for a specific purpose.
2. Purposes of Job Analysis
•
Legal Compliance
Specifying required duties to properly classify jobs into Exempt or Nonexempt categories under the Fair
Labor Standards Act Of 1938.
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Recruiting
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Selection
Constructing accurate and detailed job advertisements in order to attract mostly qualified and truly
interested applicants for further screening.
Choosing tests that measure the kinds of KSAs identified in a job analysis for a specific job.
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Performance Appraisal
Using job analysis to identify the relevant performance targets used in annual employee appraisals.
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Compensation
Evaluating job duties and KSAs to determine the worth or “value added” of different jobs for setting
equitable wages and salaries.
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Training
Developing training programs that cover the kinds of tasks and skills needed for a specific job.
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Career Development
Specifying career paths comprised of sequences of jobs with specific duties and KSAs.
3. Job Analysis Process
1. Who does the job analysis?
2. What methods are used to
collect the information?
3. What techniques (i.e., types
of questionnaires) are used
to get information?
4. Job descriptions.
(1) Who does the job analysis?
•
HR staff or outside consultants guide the
job analysis process, including (a)
questionnaire design, (b) collecting the
information, and (c) documenting
information.
•
Employees who perform the jobs and
their supervisors provide the information
and are often referred to as “Subject
Matter Experts” (SMEs).
(2) What methods are used to collect job information?
• Observation – Good for (a) simple
jobs that are not too complicated
and (b) jobs that involve physical
manipulation of tools, equipment,
etc.
• Interview – Good when (a) job
duties take place over different
periods of time (impractical to
observe) and (b) jobs are complex
and require detailed explanations
by the Subject Matter Experts.
• Employee Diary – Good when (a)
job duties take place over different
periods of time and (b) it is difficult
to schedule interviews with
employees.
• Questionnaire – Good for (a)
insuring uniformity of the
information collected for different
jobs and (b) insuring completeness
of the information gathered.
(3) What techniques (i.e., kinds of questionnaires) are used to
collect job information?
1. Open Ended Questionnaires.
Provide full and detailed information needed to construct Job
Descriptions.
2. Quantitative Questionnaires.
Provide scores for jobs on a set of work and/or skill
characteristics – like those in Figure 2.4 and 2.5.
Examples of Quantitative Questionnaires
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Task Checklist or Inventory – See Figure 2.5
Used when there are a large number of employees in a given job distributed at facilities at different
geographical locations. Goal is to determine the typical duties and tasks being performed for (a)
developing a generic job description and/or (b) placing jobs into a classification system based on the
employee task ratings .
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Functional Job Analysis (FJA) – See Figure 2.4
Used by the Office of Personnel Management in the federal government to score jobs and place them
into job families for testing and training decisions.
•
Position Analysis Questionnaire (PAQ) – See Figure 2.4
Used to score jobs and group them into job families for testing, training, compensation, and legal
decisions – such as classification of jobs into Exempt and Non-Exempt categories under the Fair
Labor Standards Act of 1938.
(4) What is included in a Job Description?
1. Identifying Information
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Title/Department
Location
Supervisor
Date completed
Who provided information
Who reviewed
Proper signatures
2. Job Summary
Brief description of major responsibilities and
their purpose within the work flow and
department.
3. Responsibilities, Duties, and Tasks
Detailed description of the major
responsibilities, duties, and tasks of the job.
4. Job Specifications
a. List of KSAs.
b. List of qualifications that include education,
training, and experience.
c. Special credentials such as licenses,
certification, etc.
4. Flexible Workforce
1. Temporary – Used to (a) fill-in for workers while
on leave and (b) try out employees for
permanent jobs.
2. Part Time – Used to (a) perform excess or
specialized work and (b) lower overall
compensation costs.
3. Subcontracting/Outsourcing – Used to (a) lower
operating costs and (b) obtain specialized
expertise and services.
4. Consultants/Contract Workers – Used for (a)
one-time projects and (b) obtaining specialized
expertise.