Job Analysis - Human Resource Development - Lecture Slides, Slides of Human Resource Management

Download Job Analysis - Human Resource Development - Lecture Slides and more Slides Human Resource Management in PDF only on Docsity!

Chapter 5

Job Analysis

Fundamentals of Human

Resource Management

• Job Analysis is a systematic

exploration of the activities within a job.

• It defines and documents the duties,

responsibilities and accountabilities of a

job and the conditions under which a job

is performed.

• Job Analysis Methods
  • Structured questionnaire method – workers complete a specifically designed questionnaire.
  • Technical conference method – uses supervisors with an extensive knowledge of the job.
  • Diary method – job incumbents record their daily activities.
• The best results are usually achieved

with some combination of methods.

• Position Analysis Questionnaire (PAQ)(developed at Purdue University) - Jobs are rated on 194 elements, grouped in six major divisions and 28 sections. - The elements represent requirements that are applicable to all types of jobs. - This type of quantitative questionnaire allows many different jobs to be compared with each other, however, it appears to be more applicable to higher- level professional jobs.

• Job Descriptions
  • Written statement of what jobholder does, how it is done, under what conditions and why.
  • Common format: title; duties; distinguishing characteristics; environmental conditions; authority and responsibilities.
  • Used to describe the job to applicants, to guide new employees, and to evaluate employees.
  • Identification of essential job functions is needed to assure compliance with Americans with Disabilities Act.

• Job Evaluations
  • Specify relative value of each job in the organization.
  • Used to design equitable compensation program.

• The Multi-faceted Nature of Job

Analysis

• Almost all HRM activities are tied to job analysis.
• Job analysis is the starting point for sound HRM.