Job Analysis & Design

Chapter 2

job analysis

study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-design purposes.

job

A group of related activities and duties.

position

A collection of tasks and responsibilities performed by an individual.

what are the three phases of job analysis

1. preparing

2. collecting data

3. using data

what does phase 1 of job analysis entail (preparing)

• becoming familiar with the organization and the jobs

• determining uses of job analysis

• identify jobs to be analyzed

what does phase 2 of job analysis entail (collecting data)

• determine source of job data

• identify the data required

• choose method for data collection

what does phase 3 of job analysis entail (using data)

• job descriptions

• job specifications

• job performance standards

• competency models

• job redesign

sources of job data

jobholder, human, non-human

examples of human sources of job data

job incumbents, supervisors, job experts, work colleagues, subordinates, customers

examples of non-human sources of job data

exiting job descriptions, training & safety manuals, NOCs, organizational charts & other company records

categories of identifying data requirements

1. job identification

2. duties

3. responsibilities

4. human characteristics

5. working conditions

6. performance standards

key parts of a job description

job identity, job summary, duties and responsabilities, working conditions

key parts of job specification

knowledge, skills, abilities and other characteristics

job identity

The key part of a job description, including job title, location, and status.

job code

A code that uses numbers, letters, or both to provide a quick summary of the job and its content.

working conditions

Facts about the situation in which the worker acts; includes physical environment, hours, hazards, travel requirements, and so on, associated with a job.

job specification

A written statement that explains what a job demands of jobholders and the human skills and factors required.

job performance standards

The work performance expected from an employee on a particular job.

two purposes job performance standards serve

1. they become key objectives and targets for employee efforts

2. criteria against which job success is measured

when standards are wrong, what should occur

alert managers or HR specilaists to problems that need correction

how are job performance standards obtained

from job analysis information or alternative sources

competency

A knowledge, skill, ability, or behaviour associated with successful job performance.

• broader in scope than KSAOs

competency model

A list of competencies required in a particular job.