Scribd Logo
Upload

Welcome to Scribd!

  • 6 views

    MGT 351 Chapter 04

    Uploaded by

    Fariha Mehzabin Noshin

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    MGT 351 Chapter 04

    Uploaded by

    Fariha Mehzabin Noshin
    6 views12 pages

    Original Title

    mgt_351_chapter_04

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    6 views12 pages

    MGT 351 Chapter 04

    Uploaded by

    Fariha Mehzabin Noshin

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 12

    1–

    1
    Types of Information Collected

    Work
    activities

    Human Human
    requirements behaviors
    Information
    Collected Via
    Job Analysis Machines, tools,
    Job
    equipment, and
    context
    work aids

    Performance
    standards

    4–2
    Use of Job Analysis Information

    Recruitment and
    Selection

    EEO
    Compliance Compensation
    Information
    Collected Via
    Discovering Job Analysis
    Performance
    Unassigned
    Appraisal
    Duties

    Training

    4–3
    Steps in Job Analysis

    Steps in doing a job analysis:

    1 Decide how you’ll use the information.

    2 Review relevant background information.

    3 Select representative positions.

    4 Actually analyze the job.

    5 Verify the job analysis information.

    6 Develop a job description and job specification.

    4–4
    Methods of Collecting Job Analysis
    Information: The Interview
    • Information Sources • Interview Formats
     Individual employees  Structured (Checklist)
     Groups of employees  Unstructured
     Supervisors with
    knowledge of the job
    • Advantages
     Quick, direct way to find
    overlooked information
    • Disadvantages
     Distorted information

    4–5
    Job Analysis: Interviewing Guidelines
    • The job analyst and supervisor should work together
    to identify the workers who know the job best.
    • Quickly establish rapport with the interviewee.
    • Follow a structured guide or checklist, one that lists
    open-ended questions and provides space for answers.
    • Ask the worker to list his or her duties in order of
    importance and frequency of occurrence.
    • After completing the interview, review and verify
    the data.

    4–6
    Methods of Collecting Job Analysis
    Information: Questionnaires
    • Information Source • Advantages
     Have employees fill out  Quick and efficient way to
    questionnaires to describe gather information from
    their job-related duties and large numbers of
    responsibilities employees
    • Questionnaire Formats • Disadvantages
     Structured checklists  Expense and time
     Open-ended questions consumed in preparing
    and testing the
    questionnaire

    4–7
    Methods of Collecting Job Analysis
    Information: Observation
    • Information Source • Advantages
     Observing and noting the  Provides first-hand
    physical activities of information
    employees as they go  Reduces distortion of
    about their jobs information
    • Disadvantages
     Time consuming
     Difficulty in capturing
    entire job cycle
     Of little use if job involves
    a high level of mental
    activity

    4–8
    Methods of Collecting Job Analysis
    Information: Participant Diary/Logs
    • Information Source • Advantages
     Workers keep a  Produces a more complete
    chronological diary/ log of picture of the job
    what they do and the time  Employee participation
    spent on each activity
    • Disadvantages
     Distortion of information
     Depends upon employees
    to accurately recall their
    activities

    4–9
    Writing Job Descriptions

    Job
    Identification

    Job Job
    Specifications Summary

    Sections of a
    Typical Job
    Working Description Responsibilities
    Conditions and Duties

    Standards of Authority of the


    Performance Incumbent

    4–10
    FIGURE 4–8
    Sample Job
    Description,
    Pearson
    Education

    4–11
    FIGURE 4–8
    Sample Job
    Description,
    Pearson
    Education
    (cont’d)

    4–12

    You might also like