1. 4
Ways to Create an Internal Structure
Business and Work-
Related Internal Structure
Person-based
Job-based Skill Competencies
(Chapter 6) (Chapter 6)
PURPOSE
Collect, summarize Job analysis
(Chapter 4)
work information Job descriptions
Determine what to Job evaluation:
value classes or (Chapter 5)
compensable factors
Assess value Factor degrees and (Chapter 5)
weighting
Translate into Job-based structure (Chapter 5)
structure
.

2. 4
Job analysis is the
systematic process
of collecting
information about
the nature of specific
jobs.
.

3. 4
One Means of Determining the Internal
Job Structure
Job analysis Job descriptions Job evaluation Job structure
Collecting Summary reports that Comparison of An ordering of jobs
information about identify, define, and jobs within an based on their
the nature of describe the job as it organization content or relative
specific jobs is actually performed value
Some Major Issues in Job Analysis
•Why collect information?
•What information is needed?
•How to collect the information?
•Who should be involved?
•How useful are the results?
.

4. 4
Job Analysis
 Job analysis provides the basic foundation for
the job description, job evaluation & salary
structure
Job analysis involves the identification and
description of what is happening on the job
Job analysis identifies:
 required tasks
 knowledge and skills
 working conditions
.

5. 4
Job Analysis Terminology
JOB FAMILY
Grouping of related jobs with broadly similar content, e.g.
marketing, engineering, office support, technical.
JOB
Group of tasks performed by one person that
make up the total work assignment of that
person, e.g. customer support representative.
TASK
Smallest unit of analysis, a specific
statement of what a person does; for
example, answers the telephone.
Similar tasks can be grouped into a
task dimension, e.g. responsible for
ensuring that accurate information is
provided to customer.
.

6. 4
General Procedures for
Gathering Data for Conventional Job
Analysis
1. Develop preliminary job information
2. Conduct initial tour of work site
3. Conduct interviews
4. Conduct second tour of work site
5. Consolidate job information
6. Verify job description
7. Never tell salary range before description
agreement has been reached .

7. 4
Data to be Collected for Job Analysis
 Data Related to Job
 Job Identification
 Job Content
 ADA - Essential Functions
 Data Related to Employee
 Employee Characteristics
 Internal Relationships
 External Relationships
.

8. 4
Job Analysis:
How Can the Information be Collected?
Conventional Methods
(questionnaire and interviews)
Quantitative Methods (on-line
questionnaire)
.

9. 4
Who is Involved in Job Analysis?
Who Collects the
Information?
Who Provides the
Information?
How to Resolve
Discrepancies
.

10. 4-
Writing Job Descriptions
A job description is a written record
(summary)of the duties and responsibilities
of a specific job compiled through job
analysis
It consists of statements which identify and
describe the scope and contents of a job…
but it is NOT a task list… rather, it provides
an outline of the essential functions and
major duties of a job
.

11. 4-
Job Descriptions
Contents
Job Title
Job Description
1. Job Title.
2. Job Identification.
Job
3. Essential Functions.
Identification
1. XXX
2. XXX
3. XXX
4. XXX
4. Job Specifications.
Essential
1. XXX
2. XXX
3. XXX
Functions
4. XXX
Job
Specifications
.

12. 4-
When Should a Job Description be
Reviewed?
As part of periodic performance review
When assigning a new incumbent to the job
When major changes are made in the product or
outputs provided by a work unit or individual
With the introduction of new equipment,
methods, or procedures to the workplace
With the reorganization of the work unit
With the implementation of a new pay system
When a new major work activity is added to the
job .

13. 4-
Judging Job Analysis
Reliability Validity
Acceptability Practicality
.