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    Chapter 4

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    sonia_hun885443
    The document discusses job analysis which involves dividing work into individual jobs and positions. It defines job analysis as analyzing subdivided work to understand job descriptions, required knowledge, skills, abilities, and compensable factors. Job analysis ensures job descriptions accurately reflect changes to technologies and work processes. It allows comparing jobs globally and facilitating restructuring. Problems include outdated analyses, vague descriptions, and contamination or omission of important details. The process determines jobs to analyze, selects methods, examines data, establishes new standards, and maintains them. Specific techniques include critical incident analysis, behaviorally anchored rating scales, position analysis questionnaires, and functional and Hay systems analyses. Competency-based approaches consider personality, values, and team skills but lack practical use

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    Chapter 4

    Uploaded by

    sonia_hun885443
    13 views9 pages
    The document discusses job analysis which involves dividing work into individual jobs and positions. It defines job analysis as analyzing subdivided work to understand job descriptions, required knowledge, skills, abilities, and compensable factors. Job analysis ensures job descriptions accurately reflect changes to technologies and work processes. It allows comparing jobs globally and facilitating restructuring. Problems include outdated analyses, vague descriptions, and contamination or omission of important details. The process determines jobs to analyze, selects methods, examines data, establishes new standards, and maintains them. Specific techniques include critical incident analysis, behaviorally anchored rating scales, position analysis questionnaires, and functional and Hay systems analyses. Competency-based approaches consider personality, values, and team skills but lack practical use

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    The document discusses job analysis which involves dividing work into individual jobs and positions. It defines job analysis as analyzing subdivided work to understand job descriptions, required knowledge, skills, abilities, and compensable factors. Job analysis ensures job descriptions accurately reflect changes to technologies and work processes. It allows comparing jobs globally and facilitating restructuring. Problems include outdated analyses, vague descriptions, and contamination or omission of important details. The process determines jobs to analyze, selects methods, examines data, establishes new standards, and maintains them. Specific techniques include critical incident analysis, behaviorally anchored rating scales, position analysis questionnaires, and functional and Hay systems analyses. Competency-based approaches consider personality, values, and team skills but lack practical use

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    13 views9 pages

    Chapter 4

    Uploaded by

    sonia_hun885443
    The document discusses job analysis which involves dividing work into individual jobs and positions. It defines job analysis as analyzing subdivided work to understand job descriptions, required knowledge, skills, abilities, and compensable factors. Job analysis ensures job descriptions accurately reflect changes to technologies and work processes. It allows comparing jobs globally and facilitating restructuring. Problems include outdated analyses, vague descriptions, and contamination or omission of important details. The process determines jobs to analyze, selects methods, examines data, establishes new standards, and maintains them. Specific techniques include critical incident analysis, behaviorally anchored rating scales, position analysis questionnaires, and functional and Hay systems analyses. Competency-based approaches consider personality, values, and team skills but lack practical use

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 9

    Chapter 4

    Job Analysis
    Introduction
    Division of Labor in order to aid in strategic &
    operational goals
     Job: A group of related duties, tasks and behaviors
    performed by one or more individuals, namely
    shareholders.
     Positions: The number of individuals who are
    performing the duties, tasks, and behaviors required by
    specific job.
     Job Analysis: The analysis of subdivided work in the
    organization, both at the level of the individual job and
    for the entire flow of production process.
    Job Analysis
    Job Description

    KSA’s and other Attributes

    Compensable Factors

    Scientific Management
    Job Analysis and HR Planning
    The Analysis of jobs and work processes ensures that effects of
    recent changes have been incorporated into job description.
    Changes in technological processes lead to certain jobs, programs
    and processes lead to certain jobs, programs, and processes'
    becoming redundant over time, while new job and work activities
    develop and expand.
    Business is becoming increasingly global in its scope and
    operations, and work and job analysis procedures help
    organizational HR Planners compare and contrast the degree of
    similarity or difference between geographically diverse operating
    units and personnel around the world, thereby facilitating more
    restructuring programs.
    Best “fit” between workers and work requirements, & the requisite
    complementarities of individual and organizational needs.
    Effective usage of scarce resources of organization.
    Problems Associated with Job Analysis

    Job Analysis that is Neither Updated Nor Reviewed


    Job Description or Specification that is too vague
    Contamination and Deficiency
    * Deficiency: An error of omission when a job description or
    specification
    fails to incorporate important aspects of the job required for success
    * Contamination: An error that occurs when unimportant or invalid
    behaviors or attributes are incorporated into a job description or
    specification
    Time and Cost of Job Analysis
    Process of Job Analysis
    Determine the Job or Process to be Analyzed
    Determine Methods and Analyze the Job or Process
    Examine the Recorded Data on the Job or Process
    Determine and Formalize New Methods and
    performance standards for the Job or Process
    Maintain New Methods and Performance Standards
    for the Job or Process
    Specific Job Analysis Techniques
    Critical Incident Technique

    Behaviorally Anchored Rating


    Scales(BARS)

    Position Analysis Questionnaire(PAQ)

    Functional job analysis(FJA)

    The Hay System


    Competency Based Approaches
    Positives Negatives
    • Categorical focus • Little practical use
    for job analysis in guiding
    • Personality and performance of job
    Value orientations duties
    into the mix of what • Focus more on
    is required to fit in behavior than
    organizational results
    culture • What exactly is be
    • Team skills are incorporated into
    more relevant effective
    competency models
    Thank you…

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