JOB ANALYSIS AND JOB DESCRIPTIONS Flashcards
is a formal system developed to determine what tasks people actually perform in their jobs.
· The job analysis
is a formal system developed to determine what tasks people actually perform in their jobs.
· The job analysis
· The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed.
· A major part of the job analysis includes research, which may mean reviewing job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities that need to be accomplished by the person with the position.
· According to research by Hackman and Oldham (Hackman & Oldham, 1976), a job diagnostic survey should be used to diagnose job characteristics prior to any redesign of a job.
· To start writing a job analysis, data need to be gathered and analyzed, keeping in mind Hackman and Oldham’s model.
· Job design refers to how a job can be modified or changed to be more effective—for example, changing tasks as new technology becomes available.
· The information gathered from the job analysis is used to develop both the job description and the job specifications.
· A job description is a list of tasks, duties, and responsibilities of a job.
· Job specifications, on the other hand, discuss the skills and abilities the person must have to perform the job.
· The two are tied together, as job descriptions are usually written to include job specifications.
· A job analysis must be performed first, and then based on that data, we can successfully write the job description and job specifications.
Think of the analysis as “everything an employee is required and expected to do.”
- A task-based analysis focuses on the duties of the job.
2.A competency-based analysis, which focuses on the specific knowledge and abilities an employee must have to perform the job.
TWO TYPES OF JOB ANALYSES
- A task-based analysis focuses on the duties of the job.
2.A competency-based analysis, which focuses on the specific knowledge and abilities an employee must have to perform the job.
TWO TYPES OF JOB ANALYSES
