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Lecture 2

Management and Organizational Studies 1021A/B Lecture Notes - Lecture 2: Job Analysis, Paq

Management and Organizational Studies
Course Code
MOS 1021A/B
Michael Aloisio

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MOS 1021 Lecture 2
Job Analysis and Design
Work Flow Analysis: involves analyzing the work process necessary to achieve a particular goal.
Variables considered: Outputs >> Work Processes >> Inputs (think backward)
Inputs can be: Raw inputs, Equipment, Human Resources
Job: A set of related tasks, duties, or responsibilities.
Position: A specific set tasks, duties or responsibilities to be performed by a specific individual employee in a
specific organization.
Organization Structure: Centralized and decentralized
4 Job Design: Biological (Physical environment <comfort chair>)
Motivational (Attitude, build relationship <Make assemble more interesting>)
Mechanistic (Assembly line, equipment)
Perceptual (Creating an environment that have less distraction <mental>)
Job Analysis is the building block of everything that HR does
Job Analysis: Job Design Job Changes
Workforce Planning Salary and Rewards
Recruitment and Selection Performance Management
Training and Development
Job Analysis Process:
a)Review relevant background info
b)Choose best sources of job info
c)Gather and analyze job info
d)Develop job description & job specifications based on the gathered info
a) Background info come from existing job description, process charts and organizational charts. Another
source, occupational databases like National Occupational Classification
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b) Effective job analysis depends on info that is accurate &
comprehensive. Sources of job info: Incumbents(),
Observers/Supervisors, Job Analysts. Method of
gathering info: Observation, Interviews and Self-Reports
c) Analyzing job info
a) Functional Job Analysis(Work Oriented):
A quantitative approach to job analysis that
measures job responsibilities.
a) Three areas of measurement:
a) Data
b) People
c) Things
b) Pros & Cons
a) Pros:
a) Quantitative
b) Allow comparison across job categories
c) Relatively easy to learn and simple to administer
b) Cons:
a) Can lack depth and specificity
b) Fleishman Job Analysis System (Worker Oriented): Job analysis technique that asks subject matter
experts to evaluate a job in terms of 52 categories of abilities required to perform the job. (Key aspect
of doing a job good)
a) Three areas of measurement:
a) Cognitive
b) Psychomotor
c) Physical
b) Pros & Cons
a) Pros:
a) Reliability/Validity
b) Simple adminisstration
c) Cost efficient
b) Cons:
a) Abilities only
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