MHR 523 Lecture Notes - Lecture 2: Reasonable Accommodation, Job Design, Job Enrichment
28 Jun 2018
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Lecture 2
MHR523
Job analysis and link to key HR functions
- Job analysis is the process by which information about jobs is systematically gathered
and organized
Steps in job analysis
1. Review relevant background information- organization/process chart
Organization chart
- Clarifies chain of command; who reports to whom
- Does not explain communication patterns, degree of supervision, power, authority, or
specified duties
Process chart (shows production line)
- Shows flow of inputs to and outputs from job understudy
2. Select jobs to be analyzed
- Driven by strategy, priorities, objectives
- Selection is necessary when there are many incumbents in a single job and when a
number of similar jobs are to be analyzed
3. Collect job analysis info
- Interviews, questionnaires, observations, participant diary/log
National Occupational Classification (NOC)
- Purpose is to collect information from a data base
- Reference tool for writing job descriptions and job specifications
- Compiled by federal government (HRSDC)
- If you want to establish a new job it will help determine employees pay
- An occupation is a collection of jobs that share some or all of a set of main duties
- Contains comprehensive, standardized descriptions of about 40, 000 occupations and
the requirements for each
- NOC and its counselling component, the career handbook, both focus on occupations
rather than jobs
- When conducting job analysis, job objective is to gain a better understanding of the job
itself, not to evaluate the qualifications of the current incumbent. Job analysis is not a
performance review
4. Verify/modify data if required
- Verify with workers currently performing jobs and supervisors
Increases validity and reliability
- Inconsistencies/concerns can be addressed
- Participants will be more honest
5. Write job descriptions and job specifications
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- Job description: statement of duties, responsibilities, reporting relationships and
working conditions of jobs
- Job specifications: statement of requisite knowledge, skills and abilities needed to
perform job
Job description
- Job identification
- Job summary
- Relationships
- Duties and responsibilities
- Authority
- Performance standards/indicators
- Physical demands analysis
- Human rights legislation considerations
Job identification
- Job identification section generally contains several categories of information
- Position title specifies title of job
- Department and location are also indicated, along with the title of the immediate
supervisor
Job summary
- Job summary should describe the genera nature of the job, listing only its major
functions or activities
Relationships
- Relationship selection indicates the jobholder’s relationship with others inside and
outside the organization
Duties and Responsibilities
- Section presents a detailed list of the job’s major duties and responsibilities
Authority
- Section of a job description should define the limits of the job holder’s authority,
including his or her decision making authority, direct supervision of other employees,
and budgetary limitations
Performance standards/indicators
- Some job descriptions also contain a performance standards/indicators section, which
indicates the standards the employee is expected to achieve in each of the job
descriptions main duties and responsibilities
Physical demands analysis
- Identification of the senses used and the type, frequency and amount of physical effort
involved in a job
Human rights legislation considerations
- Not legally required but highly advisable
- Essential job duties should be clearly identified
- Only criteria examined should be knowledge, skills and abilities required for the
essential duties of the job
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Job analysis and link to key hr functions. Job analysis is the process by which information about jobs is systematically gathered and organized. Steps in job analysis: review relevant background information- organization/process chart. Clarifies chain of command; who reports to whom. Does not explain communication patterns, degree of supervision, power, authority, or specified duties. Shows flow of inputs to and outputs from job understudy: select jobs to be analyzed. Selection is necessary when there are many incumbents in a single job and when a number of similar jobs are to be analyzed: collect job analysis info. Purpose is to collect information from a data base. Reference tool for writing job descriptions and job specifications. If you want to establish a new job it will help determine employees pay. An occupation is a collection of jobs that share some or all of a set of main duties. Contains comprehensive, standardized descriptions of about 40, 000 occupations and the requirements for each.
