chapter 4 - job analysis (8 mc, 1 sa) Flashcards
(ON EXAM) - job analysis
The systematic process of obtaining information about jobs by determining the duties, tasks, or activities of jobs and the requirements needed to do the job
There is no one correct or required method of doing a job analysis
(ON EXAM) - Relationship of job analysis to other HRM functions
recruitment: determine what qualifications we need to target on recruitment efforts
selection: provide job duties and job specifications for selection process
performance appraisal: provide performance criteria for evaluating employees
training and development: determine training needs and instructional programs
compensation management: provide basis of determining employee’s rate of pay
steps in a job analysis
- Select jobs to study
- Determine information to collect
- Identify sources of data: Employees, supervisors/managers
- Methods of data collection: Interviews, questionnaires, observation, diaries and records
- Evaluate and verify data collection: Other employees, supervisors/managers
- Products of job analysis: the job description & job specifications
(ON EXAM) - Step 1: Select jobs to study/ prioritizing jobs to be analyzed
Prioritize jobs to be analyzed
All jobs should be analyzed but we can’t get to all of them at once:
Recommended “high priority jobs”
- entry-level jobs
- jobs with dated job descriptions
- rapidly changing jobs
- physically demanding jobs
- jobs with performance deficiencies
(ON EXAM) - Step 2: Determine information to collect
- Duties, tasks, responsibilities
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. - Equipment used
Computers, scanners, HR software - Physical working conditions
Indoor, office setting, work hazards - Performance standards
Turnover rate, hiring time, employee engagement, costs, etc. - Identify important KSAs
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and HR information systems. - Experience/education required
Bachelor’s Degree, 5+ years work experience
(ON EXAM) - Step 3: Identify sources of data
- Employees (incumbents)
- Supervisors
- Outside sources – DOT, O*Net, Professional organizations
(ON EXAM) - Step 4: Gathering Job Information
Interviews
Questionnaires
Observation
Diaries
(ON EXAM) - Step 5: Evaluate and verify data collection
Factors influencing the accuracy of job information:
Exaggerations and omissions by EEs and managers
Carelessness index
Collecting information from a representative sample of employees (need a random sample)
May not be able to capture all important job info b/c:
- Length of job cycle exceeds observation period
- Lack of access to job site for observation
- Lack of familiarity of job analyst with the tasks, duties, and responsibilities of a job
Voluntary v. mandatory participation
Tenure of job incumbents
Rewarding people for participating
(ON EXAM) - Step 6: Job Analysis Outcomes (2)
Job Description
- Document which describes the tasks, duties, and responsibilities, working conditions, equipment used, and performance standards of a job to be performed
Job Specifications
- Included as part of the job description
- Statement of the necessary knowledge, skills, and abilities (KSAs), education, and experience requirements of the person who is to perform the job
- Since Griggs v Duke Power, job specifications used in selection must relate specifically to the duties of the job (specifically related to the essential functions).
(ON EXAM) - problems with job descriptions
Problems with Job descriptions
- Often are too vague and provide little guidance to the jobholder
- They are often outdated
- They may violate the law by containing specifications not related to job success (e.g., Griggs v. Duke Power)
- Some feel that they can limit the scope of activities of the jobholder, reducing organizational flexibility – the “it’s not in my job description” syndrome
(ON EXAM) - legal issues in job analysis (3) focus on influence of ADA on job analysis process/essential functions issues
Section 14.C.2 of the Uniform Guidelines states:
- There shall be a job analysis which includes an analysis of the important work behaviors required for successful performance. . . .
- Any job analysis should focus on work behavior(s) and the tasks associated with them.
Supreme Court Rulings
- Need to do a job analysis
- Need written documentation of the process
- Need to get information from multiple sources
Americans with Disabilities Act (ADA)
- Need to be able to document each job’s essential functions to show that hiring requirements are appropriate
- Note: ADA does not mandate job analysis be done but job analysis is the way you go about documenting a job’s essential functions
