Week 2: Job Analysis Flashcards
Defining a job
a collection or aggregation of tasks, duties and responsibilities which as a whole, is regarded as a regular assignment to individual employees and which is different from other assignments
A job analysis is:
The process of gathering, analysing and structuring information about a job’s components, characteristics, and the human attributes necessary to perform them. A “scientific method used to actually define and describe a job.” – an objective evaluation of a job.
Job analysis is the foundation for many HRM functions such as
Personnel selections, performance appraisals, work health and safety and teams.
How job analysis assists personnel selection
Create a list of the core skills, education, and experience needed to get the job done.” Match candidate’s knowledge, skills, abilities and other characteristics (KSAO’s) to those needed to perform the job – being a good “job-fit”
Primary functions of job analysis:
Classify jobs and workers
Generate job descriptions
Inform job evaluations (i.e. value of job)
Job classification:
A system for objectively and accurately defining and evaluating the duties, responsibilities, tasks, and authority level of a job. Common in larger organisations, government, and educational settings. Easier for HR to administer on a job group (e.g. lecturers) comprised of workers with similar tasks rather than just one job, at a single time. E.g. attach salary levels to job groups, KSAO’s for a job group
What is job classification used by governments for
Workforce classifications (grouping jobs by their function). Informs policy through better understanding of job sectors in terms of labour supply, union representation and legislation requirements. Easier identification of the KSAOs required to successfully perform specific jobs
DOT Classifications systems
Originally used for listing characteristics and requirements of jobs in the US; defines over 13,000 different types of work. Created by observation of workers across US. 9 broad occupations classified with sub-dimensions
DOT is used for
matching skills and abilities of unemployed to jobs; identify and train inexperienced workers, assisting disabled workers, and designing new jobs
Classification systems – O*NET
Replaced DOT and incorporates job and worker attributes. Example uses include identifying jobs based upon specific worker abilities or those which have a “Bright outlook”
ANZSCO classification levels
Australian and New Zealand Standard Classification of Occupations
(ANZSCO). Australian and New Zealand classification model for storing, organising and reporting occupation related information
Levels of classification: Major groups Sub-Major groups Minor Groups Unit Groups Occupations
Job Descriptions
Job analysis informs job descriptions which are a concise summary of a job that includes job title, core job tasks, working conditions and conditions of employment.
Job descriptions are used by
Job applicants to frame their application
Selection and interview panels to identify selection criteria
HR department to ensure fairness and selection of best person
Job specifications
The human attributes required by the job or theminimal acceptable skills and characteristics required by a job incumbent in order to perform the job effectively. E.g. Excellent listening skills, work effectively in a team, positive attitude, registered with AHPRA
Job evaluation:
Systematic method to assess the values or worth of a job within an organisation. Job analysis informs job evaluation
(Very, Very) Basic Steps for a Job Analysis
- Identify tasks performed
- Write task statements.
- Identify essential knowledge, skills, abilities and other characteristics to undertake tasks.
Knowledge
Body of information required to undertake a particular task.
Skills
The proficiencies needed to perform each task.
Abilities
The attributes that are relatively stable over time
Other characteristics
All other attributes including personality factors and physical capacities.
The two types of methods of job analysis
Qualitative methods and quantitative methods
Qualitative methods of job analysis
Job observation and participation
Quantitative methods of job analysis
Job oriented: Functional job analysis
Worker oriented: Critical incident technique and position analysis questionnaire
Job observation
Observing incumbent for a period of time
Job observation advantages
- Effective way to analyse jobs that are new or difficult to quantify
- Allows an understanding of the work environment
Job observation limitations
- Hawthorne effect
- Limited period of observation
- Number of incumbents with unique tasks/requirements
- Analyst bias