Job Analysis

OS352 HRM

Fisher

January 31, 2005

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Agenda

Follow up on safety discussion Job analysis – foundation of HR

– Purpose– Various techniques

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Introduction to Job Analysis

Describe the job of “Business School Professor”

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Job Analysis Overview

Collection of data describing job behaviors and activities– Can also include products, tools, work context– Required worker characteristics (competencies)

are generally derived from job behaviors

Data used for many HR functions (selection, training, performance appraisal, compensation, etc.)

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Some definitions

Job: A collection of positions that are similar enough in tasks and duties to share a common job title

Similar, but different concepts:– Position: collection of tasks and duties assigned

to be performed by 1 individual– Occupation: collection of similar jobs across one

or multiple organizations

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Language of Job Analysis

Basic unit of data = task statement– Description of a behavior– Includes action, objective, tools, instructions– Example: Write test questions in multiple choice

format to assess student knowledge of key HR concepts.

Worker characteristics = KSAOs or competencies

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Competency Modeling

Competencies can cover whole range of KSAOs, plus other characteristics

Competency modeling tends to be more future-oriented

Job analysis vs. competency modeling– Are there benefits of considering KSAOs

individually?– Why might it be useful to use competencies?

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Gathering Job Analysis Data

Many different methods to use– Interviews– Focus groups– Diaries– Observation– Questionnaires– Critical incidents

Vary in type of data you will get

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Sources of job analysis data

Potential sources include– Job incumbents (novice, expert)– Supervisors– Trainers– HR specialists– Customers

Different viewpoints from different sources

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Job Analysis Questionnaires

Type of questionnaire– Standard (PAQ)– Customized

Typical response options– Importance– Time spent– Frequency– Difficulty

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Which method to use?

Must think about– Questions you want to answer– Planned purposes for data– Key job characteristics– Administrative and resource constraints

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For next class

Topic: Job analysis and job descriptions– Conduct a short job analysis (10-12 task

statements, plus other relevant information) for a job of your choice

– Bring to class, will use for an exercise on job descriptions (and hand in)

– What data should be collected when developing job descriptions?