Job Analysis

1
Job Analysis

• The foundation for HRM Systems and Programs

2
Job Analysis Creates Data for

• Job Description
• List of what job entails
• Job Specifications
• What kind of people (bundle of skills, knowledge
  and abilities) should be hired for the job.

3
Acquisition of Data

• Interviews
• Questionnaires
• Observation
• Diary/logs
• Quantitative
• Video

4
Department of Labor Job Analysis Procedure

• Job Analysis Procedure
• Handling Data
• Working with People
• Working with Things
• Standard Occupational Classification
• Good starting point if responsible for developing
  job descriptions

5
Working in a Jobless World

• Job
• A set of closely related activities carried out
  for pay
• Dejobbing
• Starting point - Job rotation, job enrichment,
  job enlargement
• Now job no longer well defined or tasks clearly
  delineated
• Flat organizations
• Work teams
• Boundaryless
• Reengineered

6
Competency- Based Job Analysis

• Demonstrable characteristics needed to perform in
  new environments
• Observable
• Measurable
• What is accomplished not how it was
  accomplished

7
Why used

• Help eliminate the That aint my job man
  mentality
• Move to strategic thinking
• Focus on performance (outcomes) not inputs
• Some competencies
• General skills (reading, writing, math)
• Leadership (creating followers, teaching others,
  thinking strategically)
• Technical (specific to context and profession)