Unit 3: Analysis and Design of Work (Pt. 2)

Job Analysis

It is the process of getting detailed information about job, which is also the building block f everything that human resource managers do

Job Descriptions

It encompasses tasks, duties, and responsibilities that needs effective balance between breadth and specificity

Job Specifications

It encompasses the knowledge, skills, abilities, and other characteristics, which is not directly observable

Position Analysis Questionnaire

It is a standardized job analysis tool that uses a structured questionnaire to describe the tasks, responsibilities, and work behaviors of a job, focusing on what workers do, how they do it, and under what conditions.

The Occupational Information Network

It uses a common language that generalizes across jobs to describe abilities, work styles, work activities, and work context required for various occupations.

The Occupational Information Network

It is criticized for being poorly coordinated and redundant and laced with jargon that is difficult for nonspecialists to understand, but accurately describes requirements for jobs

Structured Interview

It refers to an interview where the questions are predetermined and asked in the same order to all candidates. Ensures consistency, fairness, and easier comparison of responses.

Unstructured Interview

It refers to an interview with no fixed set of questions, allowing the interviewer to explore topics freely. Offers flexibility but can be less consistent and harder to compare.

Structured Interview

This type of interview encompasses:

• General purpose of the job

• Supervisory responsibilities

• Job duties

• Education, experience, and skills required

• Such structured lists are not just fo interviews

Questionnaires

It refers to a structured tool used to gather information about a specific job role from various stakeholders, such as employees, supervisors, or subject matter experts.

Questionnaires

It typically contains a series of questions designed to elicit detailed information about the tasks, duties, responsibilities, skills, and qualifications associated with the job.

Observations

Direct _______ is especially useful when jobs consist mainly of observable physical activities—assembly-line worker.

True

Observations are usually not appropriate when the job entails a lot of mental activity

True or False

Participant/Diary Logs

_________ are given to employees for every activity they engage in, where they record their activities (along with the time) in a particular log

Pocket Dictating Machines

Some firms give employees ________ and pagers. Then at random times during the day, they page the workers, who dictate what they are doing at that time.