2.3 Job analysis, description, specification

Question 1

Purpose/Uses Job Analysis

Answer 1

Purpose: Focus on what the jobholder does and the knowledge, skills, abilities needed to do it

Uses: HR Planning
Recruiting
Selection
Orientation
Evaluation
Compensation
Training
Discipline
Safety
Job Redesign
Legal Protection

Question 2

How are job analysis and competency models used in organizations

Answer 2

Used extensively in recruitment and training and compensation while competency models also provide valuable benefits like enabling employees to achieve results- they align with org success.

Question 3

Major Items included in Job Description

Answer 3

Identification: job title/#, dept, location

Job Summary: general summary of major responsiblities that make it different from other jobs

Duties/Responsibilities: Essential Functions clearly stated- the reason the job exists, they cant be changed. % of time devoted to them, machines used, etc

Job Specification: knowledge, skills, abilities required

Question 4

Info in Job Specification

Answer 4

General Qualification Requirements
Educational/Professional Requirements
Knowledge, Skills, Abilities

Question 5

Steps to create competency model

Answer 5

1. Formulate First Draft: lists knowledge, skills, abilities
2. Systematically Survey Opinions of Content Experts
3. Conduct a Criterion-related Validation Study

Question 6

Describe/Compare Job Analysis Methods
OIKE

Answer 6

Observations: watch then record brief description of activities performed. Can be unrealistic as employees behave differently. May add more tasks to look more important

Interviews: job incumbent and supervisors. Great for jobs that involve thinking and problem solving. Describe the skills, abilities needed to do the job NOT describe YOUR skills

Questionnaires: emp and sup, can probe in great detail, inexpensive, info is quantitative and can be updated as jobs change.

     PAQ- position analysis questionnaire
      (Info input, mental process, work output, rel w/ 
      others, job context, other characteristics)
     FJA: Functional Job Analysis: developed to create 
      job titles

Employee Recordings: ask them to maintain records- daily log or diary. requires commitment and may make them feel like they are intrusive/disruptive. Time consuming.