job analysis slides spring 2012

8/2/2019 Job Analysis Slides Spring 2012

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Job AnalysisA Job is a pattern of tasks, duties andresponsibilities that can be done by a person

Job Analysis seeks to study the patterns of activity to determine the tasks, duties, andresponsibilities needed for each job.


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Job Analysis

STRATEGIC CHOICES : With regard to JA, an organization isrequired to make the following four choices:

EMPLOYEE INVOLVEMENT

THE LEVEL OF DETAILS

WHEN AND HOW OFTEN

SOURCE OF JOB DATA :NON HUMAN SOURCES HUMAN SOURCESExisting Job description/specification Job AnalystsFilms of employees working Job IncumbentsTraining manuals Job ExpertsEquipment maintenance records Supervisors


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Job Analysis

PURPOSES OF JOB ANALYSES:

HRP : The no. & type of personnel are determined by the jobs which need to be staffed. Job-related information istherefore necessary for HRP.

TRAINING & DEVELOPMENT


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Job Analysis

PURPOSES OF JOB ANALYSES:

RECRUITMENT & SELECTION JA can be used in selection procedures to identify or develop:

job duties that should be included in advertisements of vacantpositions;appropriate salary level for the position to help determine what salary should be offered to a candidate;minimum requirements (education and/or experience) for screeningapplicants;interview questions;selection tests/instruments (e.g., written tests; oral tests; jobsimulations);applicant appraisal/evaluation forms;orientation materials for applicants/new hires


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Job Analysis

Conducting a Job Analysis involves following steps:

Understand the purpose of conducting the JA

Understand the role of Job & values inorganizationBenchmark position

Determine how to collect JA InformationSeek clarification Whenever necessary


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Job Analysis

CONDUCTING A JOB ANALYSIS: Contd..

JOB ANALYSIS INFORMATION OVERVIEW

COLLECTION OF JA INFORMATION:

IDENTIFY THE JOB TO BE ANALYSED

DEVELOP A JOB ANALYSIS QUESTIONNAIRECOLLECT JA INFORMATION (JOB ANALYSIS METHODS)


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Job AnalysisCONDUCTING A JOB ANALYSIS: Contd..

JOB IDENTIFICATION :Entails identifying different jobs.In large organizations sources are :

Payroll List/RecordsOrganization ChartsDiscussion with workers & supervisorsPrevious records


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Job Analysis


QUESTIONNAIRE DEVELOPMENT:This must ensure that information is collected in consistent manner for all jobs.

Analysts may use standardized preprinted forms such as Position AnalysisQuestionnaire (PAQ) or the Job Element Inventory.These must uncover the duties, responsibilities, human abilities, &

performance standards of the jobs investigated.Make sure that same questionnaire is used for similar jobs.


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Job Analysis


DATA COLLECTION (JOB ANALYSIS METHODS):

INTERVIEWSPANEL OF EXPERTSEMPLOYEE LOG/DIARY METHODOBSERVATION METHOD


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JOB ANALYSIS

LATEST TRENDS


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JOB ANALYSIS SOFTWARE

How to Perform a Job Analysis! A job analysis may be performed using a paper and pencil job analysisform , or in an automated manner using job analysis software .

AutoGOJA is a job analysis software package that helps to automate theprocess involved in the paper and pencil job analysis.

AutoGOJA Job Analysis Software is a hosted software solution thatautomates many steps necessary to complete a traditional job analysis.

The GOJA Manual is a manual (paper and pencil) solution that leads anHR practician through the steps necessary to complete a traditional jobanalysis.

SOURCE : http://www.autogoja.com/
http://www.autogoja.com/images/GOJA_booklet.pdfhttp://www.autogoja.com/images/GOJA_booklet.pdfhttp://www.opac.com/autogoja/requestform.htmlhttp://www.opac.com/autogoja/requestform.htmlhttp://www.autogoja.com/images/GOJA_booklet.pdfhttp://www.autogoja.com/images/GOJA_booklet.pdf


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JOB ANALYSIS CERTIFICATION

Some independent HR Consulting Firms have already startedannouncing certification courses on Job Analysis.So far the trend is in the form of joint collaboration of such HRfirms with the universities.For example, IIR in association with the George WashingtonUniversity, USA, is running this certification on JA.The Institute for International Research (IIR) is part of Informa plc ( www.informa.com ), the leading internationalprovider of specialist information and services for theacademic and scientific, professional and commercialbusiness communities.

Source: http://www.iirme.com/jobanalysis
http://www.informa.com/http://www.iirme.com/jobanalysishttp://www.iirme.com/jobanalysishttp://www.informa.com/


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LEGAL IMPLICATION

There is an established legal need for job analysis. In an article entitledSelection's Uniform Guidelines Help, Hindrance, or Irrelevancy?

Christopher Daniel points out, "Courts continue to decide selection

cases, often deferring to The Uniform Guidelines on Employee

Selection Procedures" (1989, p.68). The Uniform Guidelines published

in the Federal Register has a great deal to say about the legal need for

job analysis. As stated in the Guidelines, job analysis is a critical

element to the three types of validation: content, criterion-related, andconstruct. If an employer wishes to demonstrate to the courts that the

selection process used for an employment decision was valid, the

employer will need to start from the basis of a current job analysis.Source : http://www.questia.com/googleScholar.qst;jsessionid=MhtJp6dn6lLvkTGKd207mGTX5RLkHTN729R0d5jR2ftPKftByD6X!847494338!-1628351447?docId=5000222808


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LEGAL IMPLICATION Contd

The U.S. Department of Labor published the Handbook for

Analyzing Jobs (1972) which served as the "bible" for job analysis.

Health Education and Welfare published the National Task Bank (1975), a significant contribution of eight volumes to list the tasks in

social welfare.

The United States Air Force Occupational Research Project (1973),

headed by Raymond E. Christal, conducted job surveys of

occupations in the Air Force.


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Job Analysis OUTCOMES OF A JOB ANALYSIS ARE :

JOB DESCRIPTIONSJOB SPECIFICATIONSJOB EVALUATIONS


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Job Analysis

JOB DESCRIPTIONS


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Job Analysis

JOB SPECIFICATIONS


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Job Analysis

JOB EVALUATIONS :

Job analysis makes comparison of jobs possible.

Can help in generating similar compensation plan .

Job evaluation specifies the relative value of each job.


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Job Analysis

PROBLEMS WITH JOB ANALYSIS :

SUPPORT FROM TOP MANAGEMENT

SINGLE MEANS AND SOURCE OF DATA

NO TRAINING OR MOTIVATION

ACTIVITIES MAY BE DISTORTED


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JOB DESIGN &

RE-DESIGN

The logical sequence to Job Analysis is Job Design.

Job Design:integrates work content, the rewards, and the qualifications

required for each job in a way that meets the needs of employeesand the organization .


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JOB DESIGN &

RE-DESIGNAPPROACHES/TECHNIQUES OF JOB DESIGN:

JOB ROTATION : Jobs remain unchanged; incumbents shift.


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JOB DESIGN &


JOB ENLARGEMENT:

Involves extending the no. of tasks to a given job.

Also, known as Horizontal Loading.Expands the number of related tasks in a job.


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JOB DESIGN &


JOB ENRICHMENT:

Increases responsibility, autonomy & control.

Sometimes called Vertical Loading.

job analysis slides spring 2012

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