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Chapter 4 - Job Analysis and Design

The document summarizes the key steps in conducting a job analysis: 1) Reviewing organizational structure and selecting representative jobs to analyze. 2) Collecting data on job activities through interviewing job holders and supervisors. 3) Verifying the collected information with workers and supervisors for validity. 4) Writing job descriptions and specifications based on the analysis to define human traits and competencies required for the job. 5) Communicating and preparing to revise the analysis and descriptions over time.

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54 views26 pages

Chapter 4 - Job Analysis and Design

The document summarizes the key steps in conducting a job analysis: 1) Reviewing organizational structure and selecting representative jobs to analyze. 2) Collecting data on job activities through interviewing job holders and supervisors. 3) Verifying the collected information with workers and supervisors for validity. 4) Writing job descriptions and specifications based on the analysis to define human traits and competencies required for the job. 5) Communicating and preparing to revise the analysis and descriptions over time.

Uploaded by

时家欣
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CHAPTER 4 – JOB

ANALYSIS AND
DESIGN
HUMAN RESOURCES MANAGEMENT – WINTER 2020
JOB ANALYSIS

• Definitions
• Job Analysis – process by which information about jobs is
systematically gathered and organized to form job descriptions

• Job vs Position
• What are some uses for job analysis?
JOB ANALYSIS

Uses of Job Analysis Information in HR


• HR Planning
• Recruitment & Selection
• Compensation
• Performance Management
• Labour Relations
• Training & Development
• Job Design
STEPS IN JOB ANALYSIS

Step 1: Review Relevant Background Information

Step 2: Select Jobs to be Analyzed

Step 3: Collect Data on Job Activities

Step 4: Verify/Modify Data if Required

Step 5: Write Job Descriptions and Specifications

Step 6: Communicate and Update Information as Needed


STEP 1: REVIEW RELEVANT INFORMATION
Organizational Structure
• The formal relationships among jobs in an organization
• Should structure the organization to meet strategic goals
Organization Chart (affects level of responsibility)
• Clarifies chain of command; who reports to whom
• Example: top-down vs flat
ORGANIZATIONAL CHARTS
ORGANIZATIONAL CHARTS
STEP 2: SELECT JOBS TO BE ANALYZED

• Select a representative job when there are many similar jobs to be


analyzed
COMPETENCY-BASED JOB ANALYSIS
• Newer approach to describing jobs
• Writing job descriptions based on measurable and observable
competencies rather than job duties
• Focus is on “how” rather than “what” in the job description
COMPETENCY-BASED JOB ANALYSIS

• Why do we want to use competency-based


analysis?
COMPETENCY-BASED JOB ANALYSIS

• It encourages workers to learn and rotate among jobs


• More strategic approach to defining jobs
• Supports performance management
COMPETENCY-BASED JOB ANALYSIS

• Examples:
• General (reading, writing, mathematics)
• Leadership (strategic thinking, motivating)
• Technical competencies for specific jobs
STEP 3: COLLECTING JOB ANALYSIS
INFORMATION
• How do we collect this information?
• Interviewing the jobholder (or using a questionnaire)
• Supervisor
• HR specialist
STEP 4: VERIFYING INFORMATION
• Verify with:
• Workers currently performing the job
• Supervisors
• Increases validity (measuring the right thing)
• inconsistencies/concerns can be addressed
• participants will be more honest because they trust that measurement is
valid
STEP 5: WRITING JOB DESCRIPTIONS AND
SPECIFICATIONS
• Job Description
• Job Identification
• Job Summary
• Relationships
• Duties and Responsibilities
• Authority
• Performance Standards
• Working Conditions
STEP 5: WRITING JOB DESCRIPTIONS AND
SPECIFICATIONS

• Job Specification
• What human traits are required to perform the job?
STEP 6: COMMUNICATION AND PREPARATION
FOR REVISIONS

• Communicate to all relevant stakeholders

• Anticipate modifications
SAMPLE JOB ANALYSIS QUESTIONNAIRE
SAMPLE JOB DESCRIPTION
GROUP EXERCISE

• Gather in groups of 3-5 students


• Review Sample Job Analysis Questionnaire and Job Description
• Prepare Job Description for a job held by someone in your group
• Include the following categories: job summary, duties and responsibilities, relationships,
problem-solving, authority, accountability, special circumstances, performance indicators

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