Mais conteúdo relacionado Semelhante a Job Analysis ( chapter 4 ) (20) Mais de Qamar Farooq (20) Job Analysis ( chapter 4 )2. After studying this chapter, you should be able to:
1. Discuss the nature of job analysis, including what it is
and how it’s used.
2. Use at least three methods of collecting job analysis
information, including interviews, questionnaires, and
observation.
3. Write job descriptions, including summaries and job
functions, using the Internet and traditional methods.
4. Write job specifications using the Internet as well as
your judgment.
5. Explain job analysis in a “jobless” world, including
what it means and how it’s done in practice.
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4–2
3. Methods of Collecting Job Analysis
Information: The Interview
• Information Sources
• Interview Formats
Individual employees
Structured (Checklist)
Groups of employees
Unstructured
Supervisors with
knowledge of the job
• Advantages
Quick, direct way to find
overlooked information
• Disadvantages
Distorted information
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4–3
4. Methods of Collecting Job Analysis
Information: Questionnaires
• Information Source
Have employees fill out
questionnaires to describe
their job-related duties and
responsibilities
• Questionnaire Formats
Structured checklists
Open-ended questions
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rights reserved.
• Advantages
Quick and efficient way to
gather information from
large numbers of
employees
• Disadvantages
Expense and time
consumed in preparing
and testing the
questionnaire
4–4
5. Methods of Collecting Job Analysis
Information: Observation
• Information Source
Observing and noting the
physical activities of
employees as they go
about their jobs
• Advantages
Provides first-hand
information
Reduces distortion of
information
• Disadvantages
Time consuming
Difficulty in capturing
entire job cycle
Of little use if job involves
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a high level of mental
activity
4–5
6. Methods of Collecting Job Analysis
Information: Participant Diary/Logs
• Information Source
Workers keep a
chronological diary/ log of
what they do and the time
spent on each activity
• Advantages
Produces a more complete
picture of the job
Employee participation
• Disadvantages
Distortion of information
Depends upon employees
to accurately recall their
activities
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4–6
7. Quantitative Job Analysis Techniques
Quantitative Job
Analysis
Position Analysis
Questionnaire
Department of
Labor (DOL)
Procedure
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Functional Job
Analysis
4–7
9. Writing Job Specifications
“What traits and
experience are required
to do this job well?”
Specifications for
Trained Versus
Untrained
Personnel
Specifications
Based on
Judgment
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Specifications
Based on
Statistical
Analysis
4–9
10. Job Analysis in a “Jobless” World
Job Design:
Specialization and
Efficiency?
Job
Enlargement
Job
Rotation
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Job
Enrichment
4–10
11. Job Analysis in a “Jobless” World (cont’d)
Dejobbing the
Organization
Flattening the
Organization
Using SelfManaged Work
Teams
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Reengineering
Business
Processes
4–11
12. KEY TERMS
job analysis
job description
job specifications
organization chart
process chart
diary/log
position analysis questionnaire
(PAQ)
U.S. Department of Labor (DOL)
job analysis procedure
functional job analysis
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Standard Occupational
Classification (SOC)
job enlargement
job rotation
job enrichment
dejobbing
boundaryless organization
reengineering
competencies
competency-based job analysis
performance management
4–12