Analyzing Jobs

Chapter 4

• Discuss how job analysis lays the foundation for HRM practices that lead to competitive advantage

• Explain how an organization does a job analysis• Describe how an organization records the final results of a job

analysis

Chapter 4 Objectives

HR PlanningJob Analysis

RecruitmentSelection

Workplace JusticeUnionsSafety & HealthInternational

CompetenceMotivationWork Attitudes

OutputRetentionLegal ComplianceCompany Image

CostLeadership

ProductDifferentiation

Training/Develop.Performance App.CompensationProductivity Imp.

HRM and Competitive Advantage

Linking Job Analysis Practices to Competitive Advantage

Effective Job Analysis

CompetitiveAdvantage

Job-Related HRM

Competent, MotivatedEmployees With Positive

Job Attitudes

Minimized HRM-RelatedLawsuits

Linking Job Analysis to Competitive Advantage

Job analysis information can be applied to a variety of HRM practices

HRM Issues and PracticesDetermining the Type of Information to be Collected

When conducting a job analysis, the organization must determine:

HRM Issues and PracticesDetermining the Type of Information to be Collected

Job analysis information may be divided into three categories:

•Job Content•Job Context•Worker Requirements

The purpose of job analysis dictates the particular information to be gathered

Job Contentassemble boxes

Job Contextplant assemblyline

Worker Requirementsknowledge, skills,abilities

HRM Issues and PracticesDetermining the Type of Information to be Collected

• What the worker does?• Purpose of the action.• Tools, equipment, or machinery

used in the process. • Relative importance of tasks.• Expected performance levels.• Training needed

Job Content

HRM Issues and PracticesDetermining the Type of Information to be Collected

• Reporting relationships• Supervision received• Judgment• Authority• Personal contacts• Working conditions• Physical demands• Personal demands

Job Context

HRM Issues and PracticesDetermining the Type of Information to be Collected

• Knowledge• Skill • Ability• Personal characteristics • Credentials

Worker Requirements

HRM Issues and PracticesDetermining How to Collect the Information

HR professionals gather job analysis information by:

• Interviewing the workers.• Observing them at work.• Having them complete

job analysis questionnaires

Appropriateness of each approach depends, in part, on the type of information sought.

• Structured conversations between the job analyst and one or more subject-matter experts.

HRM Issues and PracticesDetermining How to Collect the Information

Job analysis interviews:

HRM Issues and PracticesDetermining How to Collect the Information

Strengths of job analysis interviews:

• Most frequently used

• Can be used to collect all types of job analysis information

• The only way to collect some types of job analysis information

HRM Issues and PracticesDetermining How to Collect the Information

Weaknesses of job analysis interviews:

• Incumbents may inflate their jobs

• May reveal only a superficial view of the job

• Time consuming

HRM Issues and PracticesDetermining How to Collect the Information

• Involves watching the incumbent perform the job.

Job analysis observation:

HRM Issues and PracticesDetermining How to Collect the Information

Job Analysis Observation Strengths

• Can determine real rather than estimated time spent on tasks

• Not subject to self-report biases or misunderstandings• Can check consistency of results by comparing notes• Useful for complex jobs• Useful for identifying subtasks

HRM Issues and PracticesDetermining How to Collect the Information

Job Analysis Observation Weaknesses:

• Irregularly performed tasks are difficult to capture.• Not all tasks are observable.• Some workers behave atypically when observed.

HRM Issues and PracticesDetermining How to Collect the Information

Job Analysis Questionnaires

HRM Issues and PracticesDetermining How to Collect the Information

Types of Job Analysis Questionnaires

• Job analysis inventory

• Task inventory• Ability inventory

HRM Issues and PracticesDetermining How to Collect the Information

Job Analysis Questionnaires Strengths

• Can get information from several people simultaneously

• Information can be collected quickly• Can be used to group jobs• Can be used to determine workers’ training

needs

HRM Issues and PracticesDetermining How to Collect the Information

Job Analysis Questionnaires Weaknesses• Limited applicability• Bias and self-inflated responses are possible

HRM Issues and PracticesDetermining How Job Analysis Information Will Be Recorded

Job Description• Job descriptions---general

purpose• Job descriptions---special

purpose– Ability Requirements

Approach– Position Analysis

Questionnaire– Critical Incident Technique– Versatile Job Analysis

HRM Issues and PracticesDetermining How Job Analysis Information Will Be Recorded

General Purpose Job Description

HRM Issues and PracticesDetermining How Job Analysis Information Will Be Recorded

General Purpose Job Description

StrengthsStrengths

• Vital HRM tool

• Can be used for many purposes

WeaknessesWeaknesses• Brief

• Deficient for some purposes

HRM Issues and PracticesDetermining How Job Analysis Information Will Be Recorded

Position Analysis Questionnaire

Job

decision, communicating,& general responsibilities

operating machines& equipment

clerical-relatedactivities

technical-relatedactivities

service-relatedactivities

work schedules

routine repetitiveactivities

aware of work environment

physical activities

supervising,directing,estimating

public/customercontacts

work environment

HRM Issues and PracticesDetermining How Job Analysis Information Will Be Recorded

How to Obtain Critical Incidents

• Think of a specific performance incident that gave you some feeling about how well an individual was doing his/her job.

• What were the circumstances leading up to the incident?

• What specifically did the individual do that made you feel he/she was a good, average, or poor performer?

HRM Issues and PracticesLine Managers and Job Analysis

Help complete the job analysis.

Implement job analysis results.

Communicate job responsibilities.

Review and maintain accuracy of job descriptions.