COMMERCE 4BB3 Chapter Notes - Chapter 4: Focus Group, Organizational Culture, Paq
4 Jun 2018
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Chapter 4 Textbook
Chapter 4: Job Analysis and Competency Models
4-1 Part I: Work and Job Analysis
4-1a What is Work and Job Analysis?
-Work analysis, in its broadest sense, refers to any systematic gathering, documenting, and analyzing of
information about the content of work performed by people in organizations, the worker attributes
related to work performance, or the context, both psychological and physical, in which the work is
performed.
-Job analysis refers to the process of collecting information about jobs. In its simplest terms, a job
analysis is a systematic process for gathering, documenting, and analyzing data about the work required
for a job. Job analysis data include a description of the context and principal duties of the job, including
job responsibilities and working conditions, and information about the knowledge, skills, abilities, and
other attributes required in its performance.
There are three key points to remember about job analysis:
1. A jo aalysis does ot efe to a sigle ethodology but rather to a range of techniques.
2. A job analysis is a formal, structured process carried out under a set of guidelines established in
advance.
3. A job analysis breaks down a job into its constituent parts, rather than looking at the job as a
whole.
Job description: A written description of what job occupants are required to do, how they are supposed
to do it, and the rationale for any required job procedures.
Job specification: The knowledge, skills, abilities, and other attributes or competencies that are needed
by a job incumbent to perform well on the job.
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Position: A collection of duties assigned to individuals in an organization at a given time.
-A job consists of a group of tasks; a job may be held by one or more people. Many individuals perform
the same job in an organization: for example, secretary, architect, or electrician. A position, on the other
hand, consists of the group of tasks performed by one person in an organization at a given time. Each
person in the organization is assigned a position.
-Another way of distinguishing between jobs and positions is to consider a job as a collection of
positions that are similar in their significant duties and a position as a collection of duties assigned to an
individual in an organization at a given time.
Job family: A set of different, but related, jobs that rely on the same set of KSAOs.
Subject-matter experts (SMEs): People who are most knowledgeable about a job and how it is currently
performed; generally job incumbents and their supervisors.
-To ensure the defensibility of the job analysis results, SMEs should be representative of the target
population for the job with respect to age, sex, ethnic background, and seniority in the position.
Information from a diverse group of SMEs will produce job information that is likely to be more
accurate, reliable, and valid.
4-1b Job Analysis and Employment Law—A Reprise
-Job analysis is a legally acceptable way of determining job-relatedness.
4-1c Job Analysis Methods
Three criteria that should be considered in choosing a method:
1. First, the goal of job analysis should always be the description of observable work behaviours and
analysis of their products.
2. “eod, the esults of a jo aalysis should desie the ok ehaiou idepedet of the personal
haateistis o attiutes of the eployees ho pefo the jo.
3. Finally, any job analysis must produce outcomes that are verifiable and replicable. That is, the
organization must be able to produce evidence of both the validity and the reliability of each step in the
job analysis process.
Although the various existing job analysis techniques differ in the assumptions they make about work,
they follow the same logical process when applied to the recruitment and selection of human resources:
1. First, work activities are described in terms of the work processes or worker behaviours that
characterize the job.
2. Next, machines, tools, equipment, and work aids are defined in relation to the materials produced,
services rendered, and worker knowledge applied to those ends.
3. The job context is characterized in terms of physical working conditions, work schedules, social
context and organizational culture, and financial and nonfinancial incentives for performance.
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4. Finally, job specifications are inferred by linking the job requirements identified in the analysis with
the education, experience, skills, and personal attributes required for successful job performance.
4-1d Getting Started: Gathering Job-Related Information
4-1e Work and Worker-Oriented Job Analysis
Work-oriented job analysis: Job analysis techniques that emphasize work outcomes and descriptions of
the various tasks performed to accomplish those outcomes.
-These ethods podue desiptios of jo otet that hae a doiat association with, and
typically characterize, the technological aspects of jobs and commonly reflect what is achieved by the
oke.
-The descriptions of tasks or job duties generated via work-oriented methods are typically characterized
by their frequency of occurrence or the amount of time spent on them, the importance to the job
outcome, and the difficulty inherent in executing them. Because task inventories generated via work-
oriented techniques are developed for specific jobs or occupational areas, the results are highly specific
and may have little or no relationship to the content of jobs in other fields.
Worker-oriented job analysis: Job analysis techniques that emphasize general aspects of jobs, describing
perceptual, interpersonal, sensory, cognitive, and physical activities.
-Worker-oieted ethods geeate desiptios that ted oe to haateize the geealized
hua ehaious ioled; if ot dietly, the y stog ifeee. These tehiues ae ot liited
to describing specific jobs; they are generic in nature and the results can be applied to a wide spectrum
of task-dissimilar jobs.
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Document Summary
Job analysis refers to the process of collecting information about jobs. In its simplest terms, a job analysis is a systematic process for gathering, documenting, and analyzing data about the work required for a job. Job analysis data include a description of the context and principal duties of the job, including job responsibilities and working conditions, and information about the knowledge, skills, abilities, and other attributes required in its performance. Job description: a written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures. Job specification: the knowledge, skills, abilities, and other attributes or competencies that are needed by a job incumbent to perform well on the job. Position: a collection of duties assigned to individuals in an organization at a given time. A job consists of a group of tasks; a job may be held by one or more people.
