The document discusses job analysis and its importance in human resource management. It covers topics like workflow analysis, reengineering business processes, job design approaches, alternative work arrangements, and legal aspects of job analysis. The key stages in conducting a job analysis are identified as gathering job information, writing job descriptions and specifications, and determining essential and marginal job functions. Competency-based and task-based approaches to job analysis are also compared.

1. Human Resource Management TENTH EDITON Jobs © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 6 SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson

5. Job Issues and HR Approaches Figure 6 –1

7. Influences Affecting Jobs, People, and Related HR Policies Figure 6 –2

11. Job Characteristics Model Figure 6 –3

12. Characteristics of Jobs

13. Using Teams in Jobs

14. Shamrock Team Figure 6 –4

19. Job Analysis in Perspective Figure 6 –5

21. Typical Division of HR Responsibilities: Job Analysis Figure 6 –6

22. Stages in the Job Analysis Process Figure 6 –7

23. Job Analysis Methods Job Analysis Methods Questionnaires Observation Work Sampling Diary/Log Interviewing Specialized Job Analysis Methods PAQ MPDQ Computerized Job Analysis

25. Typical Areas Covered in a Job Analysis Questionnaire Figure 6 –8

26. Behavioral Aspects of Job Analysis Behavioral Aspects of Job Analysis Employee Anxieties Job Inflation Managerial Straitjacket Current Incumbent Emphasis

28. Determining Essential and Marginal Job Functions Figure 6 –9 Source:

30. Sample Job Duty Statements and Performance Standards Figure 6 –10

32. Sample Job Description and Specifications Figure 6 –11a

33. Sample Job Description and Specifications Figure 6 –11b

34. Sample Job Description and Specifications Figure 6 –11c