Job Analysis[1]
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The document discusses job analysis, which involves analyzing job tasks to accurately describe a position and determine its requirements. It defines tools used in job analysis like literature, flow charts, and brainstorming. The process involves research, organizing information into job descriptions, and gathering input from managers, employees, and unions. Job analysis provides benefits like aiding compliance with disability laws and allowing companies to better match employees to roles.
Job Analysis[1]
- 1. Job Analysis Slides by: David Schwoyer Jr.
- 2. What will be covered Discuss the topic Define tools used Interactive exercise Explanation of topic How it works Real world examples An exercise Summary
- 3. Job Analysis What is the basis of job analysis? To create the position you need, you must first analyze the tasks that you need done. You must accurately describe the job and determine it’s specifications.
- 4. Job Analysis Unorganized data has little use. Only concerned with facts. Concerned only with the job, not the worker. Not “job classification”. Required to determine job qualifications? No, but planning is the key to success.
- 5. Tools used Books and Literature Valid information on current job analysis and studies. Job analysis that are being implemented by other successful companies. Past and present failures and successes.
- 6. Tools cont.. Flow and Organizational Charts Very helpful for showing past and current information. Show trends and similarities.
- 7. Brainstorming Exercise Break into groups. Elect a spokesperson and a scribe. Collectively write down what types of jobs in your organization would benefit from job analysis, and reasons for each.
- 8. Brainstorming cont… What were the results? Example types of jobs: Newly formed jobs Old preexisting jobs Union jobs Jobs that have come under discriminatory recognition. Basically all types of jobs can and should be analyzed.
- 9. Brainstorming cont… Reasons for job analysis: New position needs to be created. Old job has become unproductive. Better define the role of the employee. Union demand for a revision. To develop nondiscriminatory standards (primarily women and minorities).
- 10. Explanation Job analysis is a multi-stage process. The first stage is for the “analyst” to become as familiar as possible with the job. This entails: Background research. Using the tools defined earlier such as: Books and literature. Flow and organizational charts.
- 11. Explanation cont… The information gathered in this first stage will serve for a variety of purposes Mostly for recruitment and selection, but also wage and salary levels.
- 12. Explanation cont… A national survey of job analysis methods explains some of the ways organizations are using job analysis: In job evaluation: Appraising performance Determining profit-sharing In recruiting: Creating job specifications Matching the right people with jobs In labor and personnel relations: Establishing authority Establishing communication channels
- 13. Explanation cont… In utilization of workers: Organizing and planning Controlling costs In training: Developing training courses Orienting new employees
- 14. Explanation cont… Job analysis is a complex process and will require the participation from several individuals within your organization. Using the skills and expertise of other personnel will bring more clarification upon your analysis.
- 15. Explanation cont… The individuals playing a role in job analysis can be: Top Management Supervisory Management A Consultant (Not always necessary) Employees Union
- 16. Individual roles General Management Establish a need for the program Resolve conflict Supervisory Management Review and approve the results Implement the program Employees Add their on hand experience Bring up any facts unknown by management
- 17. Individual roles cont… Consultant Advise the analyst Give another point of view Union Negotiate with management Appoint representatives
- 18. Areas covered The analysis should cover 7 areas. Work activities The job context Tools, machines, equipment, and work aids How the job is performed
- 19. Areas covered cont… 7 areas… The personnel requirements for the job Job relationships Job related tangibles or intangibles
- 20. Second Stage The second stage in job analysis is to organize you information into a type of “job description”.
- 21. Second stage cont… A “job description” will generally summarize the position you have analyzed. It will portray to the future employee the basics of the job with out having to go into extreme detail.
- 22. Survey A survey can be given to managers and supervisors to see exactly how much they are using the information provided. The survey can be a questioner. Question? What do you think the information is primarily being used for?
- 23. Answer The information is most commonly used for job evaluation and for setting wage and salary levels.
- 24. Real World Example In 1990 congress passed the Americans with Disabilities Act (ADA 1990). This act was designed to aid employees with disabilities in the working world. Job analysis has played a key role in companies compliance with this Act, as well as aiding thousands of disabled Americans.
- 25. Exercise Compose a list of the possible benefits and disadvantages of job analysis. Break off into your original groups to answer the question.
- 26. Answers In most cases the list of advantages severely outweighs the disadvantages to the organization. This shows us that job analysis is a practical tool for businesses today.
- 27. Summary Using job analysis you can define what makes each job what it is in the organization. This leads to better performance and more efficiency from the work force. And with better performance and efficiency comes a smoother running more profitable company.
- 28. Bibliography Schaubroeck, John. “A field experiment testing supervisory role clarification.” Personnel Psychology Spring 1993; 1-4. “ Sample Job Analysis Questionnaires to Define the Duties of a New Job.” Internet. http://www.lycos.com/business/cch/tools.html . 14 February 2001.
- 29. Bibliography cont… “Overview.” Internet. http://www.hrnext.com/content/view.cfm?articles_id=398&subs_id=120 . 14 February 2001.
Editor's Notes
- #2: Presentation created by David Schwoyer Jr. The Pennsylvania State University, University Park February 2001