Job Analysis and Design - Chapter 2 Flashcards
What is Job Analysis?
Systematic study of a job to discover its specifications and skill requirements.
Used for all HR functions:
- Wage-setting, recruitment, training, performance management, job redesign
Job Analysis Terminology
Job
*Group of related activities and duties
- May be held by one or several employees
Position
*Collection of tasks and responsibilities performed by an individual
Example: In a department with one supervisor, three animators, and 12 programmers, there are 16 positions, but only three jobs.
HRM Activities That Rely on Job Analysis
- Careful study of jobs to improve employee productivity levels.
- Elimination of unnecessary job requirements that can cause discrimination in employment.
- Creation of job advertisements used to generate a pool of qualified applicants.
- Matching of job applicants to job requirements.
- Planning of future human resource requirements.
- Determination of employee onboarding and training needs.
- Fair and equitable compensation of employees.
- Identification of realistic and challenging performance standards.
- Redesign of jobs to improve performance, morale, and quality of work life.
- Fair and accurate appraisal of employee performance.
Steps in Job Analysis
Phase 1 - Preparation for Job Analysis
Phase 2 - Collection of Job Analysis Information
Phase 3 - Use of Job Analysis Information
Phase 1: Preparation
Step 1: Become familiar with the organization and its jobs
Step 2: Determine uses of job analysis information
Step 3: Identify jobs to be analyzed
Phase 2: Collection of Job Analysis Information
Step 4
* Determine sourcesof job data
* Human and nonhuman sources
Step 5
* Identify the datarequired, which may include:
* Job Identification (e.g., job title)
* Duties (e.g., the job tasks)
* Responsibilities (e.g., equipment operation, supervisory responsibility)
* Human Characteristics (e.g., lifting, hearing)
* Working Conditions (e.g., exposure to hot or cold)
* Performance Standards(e.g., how well the job needs to be performed)
Step 6:
* Choose the method for data collection
* Interviews
* Focus groups
* Questionnaires
* Employee logs
* Observation
* Combinations
Phase 3: Use of Job Analysis Information
- Job Descriptions
- Job Specifications
- Job Standards
- Competency Models
Contents of a Typical Job Description
The key parts of a job description:
* Job identity
* Job summary
* Duties and responsibilities
* Working conditions
* Approvals
Job Identity
- Job title, job location, job code
- National Occupational Classification (NOC)
- Skill level and skill type
- Industry and occupational mobility
Job Summary and Duties
Summarizes the job in a few sentences
* Indicates what the job is
* Indicates how the job is done
Explains what the job requires
* Each major duty is described in terms of the actions expected
Working Conditions and Approvals
Working Conditions:
* May go beyond descriptions of the physical environment
* Hours of work, safety and health hazards, travel requirements, and other features of the job
Approvals:
* Reviewed by jobholders and supervisors
Job Specifications
- A written statement that explains the human knowledge, skills, abilities, and other characteristics (KSAOs) needed to do a job
- Includes experience, specific tools, actions, education and training required
- Includes physical and mental demands on jobholders
Job Performance Standards
The performance level expected from an employee
*Objectives or targets for employee efforts
* Criteria for measuring job success
Sources of standards:
* Job analysis information
* Alternative sources (e.g. industry standards)
Competency Models
Competency
* Knowledge, skills, ability, or behaviour associated with success on the job
* Broader in scope than KSAOs (e.g. communication)
Competency Model (competency framework)
* Describes a group of competencies required in a particular job
Competency Matrix
*A list of the level of each competency required for several jobs at an organization
Job Design: Key Considerations
