Day 4 - Job Analysis

Question 1

Job Analysis

Answer 1

Systematic study of a job to discover its specifications and skill requirements
Used for wage-setting, recruitment, training, or job-simplification

Question 2

Relationship of Job Requirements to Other HRM Functions

Answer 2

Foundation for all other processes

Recruitment
-determine recruitment qualifications

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 develop instructional programs

Compensation Management
-Provide bases for determining employees rate of pay.

Question 3

Steps in Job Analysis

Answer 3

Phase 1: Preparation for Job Analysis

Phase 2: Collection of Job Analysis Info

Phase 3: Use of Job Analysis Info

Question 4

Steps in Job Analysis

Phase 1: Preparation

Answer 4

Step 1: Familiarization with the organization and its jobs

Step 2: Determine uses of job analysis info

Step 3: Identify jobs to be analyzed

Question 5

Steps in Job Analysis

Phase 2: Collection of info

Answer 5

Step 4: Determine sources of job data
-Human and nonhuman sources (any material you can get your hands on. Ex: old job descriptions, safety manuals, online resources, etc)

Step 5: Data collection instrument design
-Job analysis questionnaires or interviews (more intensive)

Step 6: Choice of method for data collection

• Interviews
• Focus group
• Questionnaires
• Employee Log (write down what you do each day- usually resistance to it)
• Observation
• Combinations (most common: interview & focus group and a questionnaire)

Question 6

Steps in Job Analysis

Phase 3: Use of Information

Answer 6

Job Descriptions (What they do day to day)

Job Specifications (abilities, training, knowledge)

Job Performance Standards (how will we measure performance, what each employee needs to do)

Job Design (if gaps, need to re create the design to fix it)

Question 7

Competency Models

Answer 7

Competency
Knowledge, skills, ability, or characteristic associated with superior job performance
Broader in scope than KSAOs e.g. communication

Combination of things- applies to more than just one job/position
Broad categories

Ex: Communication, leadership, customer service.

Performance level rates are within competencies