Jobs and Job Analysis Jobs and Job Analysis

ROBERT L.
MATHIS
JOHN H. JACKSON
Chapter 6
Jobs and Job Analysis
SECTION 2
Staffing the
Organization
Copyright © 2005 Thomson Business & Professional Publishing. PowerPoint Presentation by Charlie Cook
All rights reserved. The University of West Alabama
Learning
Learning Objectives
Objectives
• After you have read this chapter, you should be able to:
 Discuss workflow analysis and business process re-engineering
as approaches to organizational work.
 Define job design and identify five design characteristics for jobs.
 Explain how work schedules and telework are affecting jobs and
work.
 Describe job analysis, and the stages in and methods used in
the job analysis process.
 Indicate how job analysis has both behavioral and legal aspects.
 Identify the components of job descriptions.
Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved. 6–2
HR
HR Management
Management and
and Jobs
Jobs
• Dividing Work into Jobs
 Work
 Effort directed toward producing or accomplishing results.
 Job
 A grouping of tasks, duties, and responsibilities that constitutes
the total work assignment for an employee.
• Approaches to Understanding Jobs
 Workflow analysis
 Re-engineering
 Job design
 Job analysis
 Job descriptions and job specifications
Workflow
Workflow Analysis
Analysis
• Workflow Analysis
 A study of the way work (inputs, activities, and
outputs) moves through an organization.
Inputs
Inputs Activities
Activities Outputs
Outputs
People
People Tasks
Tasksand
and Goods
Goodsand
and
Materials
Materials Jobs
Jobs Services
Services
Equipment
Equipment
Evaluation
Business
Business Process
Process Re-engineering
Re-engineering
• Business Process Re-engineering (BPR)
 Measures for improving such activities as product
development, customer service, and service delivery.
• Phases of Reengineering
 Rethink
 Redesign
 Retool
Importance
Importance Of
Of Job
Job Design
Design
• Job Design
 Organizing tasks, duties, and responsibilities into a
productive unit of work.
• Person/job Fit
 Matching characteristics of people with characteristics
of jobs.
Job
JobDesign
Design
Job
Job Job
Job Physical
Physicaland
and
Performance
Performance Satisfaction
Satisfaction Mental
MentalHealth
Health
Job
Job Characteristics
Characteristics Model
Model
Figure 6–3
Nature
Nature of
of Job
Job Design
Design
• Job Enlargement
 Broadening the scope of a job by expanding the
number of different tasks to be performed.
• Job Enrichment
 Increasing the depth of a job by adding the
responsibility for planning, organizing , controlling,
and evaluating the job.
• Job Rotation
 The process of shifting a person from job to job.
Using
Using Teams
Teams in
in Jobs
Jobs
• Types of Teams
 Special-Purpose Team
 Organizational team formed to address specific problems,
improve work processes, and enhance product and service
quality.
 Self-directed Work Team
 A team composed of individuals assigned a cluster of tasks,
duties, and responsibilities to be accomplished.
 Virtual Team
 Organizational team composed of individuals who are
geographically separated but linked by communications
technology.
Team
Team Jobs
Jobs
• Advantages • Disadvantages
Improved productivity Requires employees to
Increased employee be “group oriented”
involvement Not appropriate for most
More widespread work in organizations
employee learning Can be overused
Greater employee Difficult to measure team
ownership of problems performance
Individual compensation
interferes with team
concept
Work
Work Schedules
Schedules
• Global Work Schedule Differences
The number of work hours in a week varies from
country to country.
• Work Schedule Alternatives
Longer daily hours (e.g., 4-day, 40 hours)
• Shift Work
Shift differentials for evening or night shift work
• Compressed Work Week
A work schedule in which a full week’s work is
accomplished in fewer than five days.
Work
Work Schedules
Schedules
• Flextime
A work scheduling arrangement in which employees
work a set number of hours per day but vary their
starting and ending times.
• Job Sharing
A scheduling arrangement in which two employees
perform the work of one full-time job.
• Telecommuting
The process of going to work via electronic computing
and telecommunications equipment.
The
The Nature
Nature of
of Job
Job Analysis
Analysis
• Job Analysis
A systematic way of gathering and analyzing
information about the content, context, and the human
requirements of jobs.
Work activities and behaviors
Interactions with others
Performance standards
Financial and budgeting impact
Machines and equipment used
Working conditions
Supervision given and received
Knowledge, skills, and abilities needed
Job
JobAnalysis
Analysisinin
Perspective
Perspective
Figure 6–6
Two
Two Types
Types of
of Job
Job Analysis
Analysis
1.
1.Task
TaskBased
Based
2.
2. Competency
CompetencyBased
Based
TASK BASED
• Task
 A distinct, identifiable work activity composed of motions
• Duty
 A larger work segment composed of several tasks that are performed by an
individual
• Responsibilities
 Obligations to perform certain tasks and duties
COMPETENCY BASED
• Competencies
 Individual capabilities that can be linked to enhanced performance by individuals or
teams.
 Technical competencies
 Behavioral competencies
Stages
Stagesininthe
theJob
Job
Analysis
AnalysisProcess
Process
Figure 6–8
Job
Job Analysis
Analysis Methods
Methods
Job
Job Analysis
Analysis
Methods
Methods
Specialized
Specialized
Observation Job
JobAnalysis
Analysis
Observation
Methods
Methods Computerized
Computerized
Interviewing
Interviewing Questionnaires
Questionnaires
Work
WorkSampling
Sampling Job
JobAnalysis
Analysis
Diary/Log
Diary/Log PAQ
PAQ
MPDQ
MPDQ
Typical
Typical Areas
Areas Covered
Covered in
in aa Job
Job Analysis
Analysis
Questionnaire
Questionnaire
Figure 6–9
Behavioral
Behavioral Aspects
Aspects of
of Job
Job Analysis
Analysis
““Inflation”
Inflation”of
ofJobs
Jobsand
andTitles
Titles
Behavioral
Behavioral Managerial
ManagerialAnxieties
Anxieties(Straitjacket)
(Straitjacket)
Aspects
Aspectsofof
Job
Job
Analysis
Analysis Current
CurrentIncumbent
IncumbentEmphasis
Emphasis
Employee
EmployeeFears
Fearsand
andAnxieties
Anxieties
Legal
Legal Aspects
Aspects of
of Job
Job Analysis
Analysis
• Job Analysis and the Americans with Disabilities
Act (ADA)
Essential job functions—fundamental duties of the
job that are performed regularly, require significant
amounts of time, cannot be easily assigned to another
employee, and are necessary to accomplish the job.
Marginal job functions—duties that are part of the job
but are incidental or ancillary to the purpose and nature
of the job.
Determining
Determining Essential
Essential and
and Marginal
Marginal Job
Job Functions
Functions
Figure 6–10
Job
Job Analysis
Analysis and
and Wage/Hour
Wage/Hour Regulations
Regulations
• Fair Labor Standards Act
To qualify for an exemption from the overtime
provisions of the act:
Exempt employees can spend no more than 20% of their time
on manual, routine, or clerical duties.
Exempt employees must spend at least 50% of their time
performing their primary duties as executive, administrative, or
professional employees.
Job
Job Descriptions
Descriptions and
and Job
Job Specifications
Specifications
• Job Description
Identification of the tasks, duties, and responsibilities of
a job
• Performance Standards
Indicator of what the job accomplishes and how
performance is measured in key areas of the job
description.
• Job Specification
The knowledge, skills, and abilities (KSAs) an
individual needs to perform a job satisfactorily.
Job
Job Description
Description Components
Components
• Identification • Essential Functions and
 Job title Duties
 Reporting relationships  Lists major tasks, duties and
 Department responsibilities
 Location • Job Specifications
 Date of analysis  Knowledge, skills, and
• General Summary abilities
 Education and experience
 Describes the job’s
distinguishing responsibilities  Physical requirements
and components • Disclaimer
 Of implied contract
• Signature of approvals
Example Job Description and Specification
Job Title: Accounts Payable and Payroll Accountant
Job Description: Business Partner with Accounts Payable and Payroll

Departments to develop expense forecasts and commentary; prepare
accounts payable and payroll shared services; ensure inputs are posted
weekly, perform account analysis/reconciliations of cash, liability and
employee loan accounts, submit routine reports to Corporate; identify
and implement process improvements relative to all responsibilities
listed above
Job Specification: BS degree in accounting or finance, 2+ years of

accounting or finance experience, sound knowledge of integral accounts
payable and general ledger systems, working knowledge of Hyperion
Software, good communication skills, able to work independently at off-
site location
Sample
Sample Job
Job Description
Description (cont’d)
(cont’d)
Figure 6–12 cont’d

Sample
Sample Job
Job Description
Description (cont’d)
(cont’d)
Figure 6–12 cont’d


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ROBERT L.

Jobs and Job Analysis

Job Title: Accounts Payable and Payroll Accountant

Job Description: Business Partner with Accounts Payable and Payroll

Job Specification: BS degree in accounting or finance, 2+ years of

Figure 6–12 cont’d

Figure 6–12 cont’d

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