chapter 4 - job analysis Flashcards
Definition: Job Analysis
Job analysis is the systematic method needed to discover and describe the differences and similarities among jobs – results in two products
- A job description: the list of tasks, duties, and responsibilities that make up a job – observable actions
- A job specification: the knowledge, skills, abilities, and other characteristics necessary for an individual to perform the job
The description focuses on the job and the specification focuses on the person
The outcome of job analysis is job documentation
What’s in a name? Be careful about job titles – do you remember why?
Why perform job analysis?
if jobs have equal context, it’s likely the pay established for those jobs will be essentially equal, however, if job context or content differs, then the differences are part of the rationale for paying differently
Job analysis data helps substantiate and defend pay differences
In compensation, job analysis has three critical uses:
1. It establishes similarities and differences in the work contents of the jobs
2. It helps establish an internally fair and aligned job structure
3. Provides managers and employees a work-related rationale for pay differences
Job Analysis Has Used for Every Major HR Function
Job analysis plays an integral role in all HR functions and activities and is the foundation on which all HR practices are built, without a thorough understanding of how jobs are performed, effective HR practices would be impossible
Benefits and disadvantages of job analysis
benefits
- provides valuable information to many aspects of HR
- provides objective input for compensation differences based on content, tasks, duties and competencies required in a job
disadvntages
- subjectives
- time-consuming
- requires significant human effort
- sources of data small
- mental abilities not easily measured
- expensive
And now with work that can be done anywhere and/or anytime, it’s difficult to conduct, but perhaps even more important
The U.S. government developed a step-by-step approach to conducting conventional job analysis – may be antiquated, but provides a useful “how to guide” (see Ex 4.5 on page 112
Job Analysis Process
Collecting information about Tasks and Duties and Behaviors and Competencies to identify similarities and differences in work, so ultimately, we have a WORK-RELATED rationale for pay differences
The challenge is job analysis is expensive, time consuming and often without the ROI – trying to define jobs today when jobs are dynamic, makes it even difficult
job analysis data collection methods
job analysis methods:
observation method
interview method-incumbents (individual and group)
interview method-manager
questionnaire method
diary
O*NET
Job Documentation = Job Descriptions + Job Specifications
Job Descriptions: Take the information gathered in the job analysis to summarize the tasks and responsibilities of the job
Use generic job descriptions to avoid starting from scratch
job analysis =
job description + job specification
job description: task and responsibilities
job specification: capabilities job holders should have
she doesn’t differentiate though so both are called DESCRIPTION
Job Analysis and the Law
Equal Pay Act: Similar pay must be provided if jobs are not substantially different, as reflected in the job description
Fair Labor Standards Act (FLSA): Employees are categorized as exempt or non- exempt based on their job duties
Civil Rights Act: Basis for adequate defenses against unfair discrimination charges in selection, promotion and other areas of HR
Occupational Safety & Health Act (OSHA): Specify job elements that endanger health
Americans with Disabilities Act (ADA): Requires making reasonable accommodations
Job Analysis: Foundation of HR or Bureaucracy
Job Analysis – why is it an endangered species?
If job analysis is the foundation and basis for many human resources decisions, why is it becoming an endangered species?
Time consuming, expensive and less relevant
Jobs are more dynamic today:
- Technology, globalization, and other influences have accelerated changes in jobs
- We’ve also stopped collecting detailed job tasks and responsibilities and are using more general job descriptions to allow more flexibility because jobs are changing allowing for more flexibility to move people amongst tasks and duties without adjusting pay (e.g., HR Specialist vs Staffing Specialist, Talent Specialist)
- If we’re not rigorously distinguishing job content and assessing the value work adds (traditional job analysis), how do we determine pay?
- Job analysis is now becoming part of work-flow analysis which looks at how work is conducted and the value it adds (e.g., Starbucks floaters)
