BUSI 4320 Lecture Notes - Lecture 3: Job Analysis
25 Jun 2018
School
Department
Course
Professor
Human Resource Management
Chapter 2: Job Analysis and Design
Learning Objectives
1. Describe the uses of job analysis information for human resource managers
2. Discuss the various steps in conducting job analysis and methods of job data collection
3. Describe the content of a job description and a job specification
4. Discuss the various approaches to setting performance standards
5. Outline the key considerations in job design
Job Analysis
-Systematic study of a job to discover its specifications and skill requirements
-Used for wage setting, recruitment, training or job-simplification
Terminology
-Job
oGroup of related activities and duties
oMay be held by one or several employees
-Position
oCollection of tasks and responsibilities performed by an individual
HRM Activities That Rely On Job Analysis
1. Careful study of jobs to improve employee productivity levels
2. Elimination of unnecessary job requirements that can cause discrimination in
employment
3. Creation of job advertisements used to generate a pool of qualified applicants
4. Matching of job applicants to job requirements
5. Planning of future human resource requirements
6. Determination of employee orientation and training needs
7. Fair and equitable compensation of employees
8. Identification of realistic and challenging performance standards
9. Redesign of jobs to improve performance, morale, and quality of work life
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Document Summary
Systematic study of a job to discover its specifications and skill requirements. Used for wage setting, recruitment, training or job-simplification. Job: group of related activities and duties, may be held by one or several employees. Position: collection of tasks and responsibilities performed by an individual. Identification of realistic and challenging performance standards: redesign of jobs to improve performance, morale, and quality of work life, fair and accurate appraisal of employee performance. Step 1: familiarization with the organization and its jobs. Step 2: determine uses of job analysis information. Step 4: determine sources of job data (human and nonhuman sources) Step 5: data collection instrument design: job analysis questionnaires. Step 6: choice of method for data collection: interviews, focus groups, mailed questionnaires, employee logs, observation or a combination. The key parts of a job description: job identity. Job title, job location, job code, job grade. Each major duty is described in terms of the actions expected: job duties, working conditions.
