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LS 222 (19)
Chapter 4

chapter 4 job analysis.docx

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Department
Legal Studies
Course
LS 222
Professor
Jennifer Schulenberg
Semester
Winter

Description
Chapter 4: Job Analysis Objectives • Job ­ a grouping of related duties, tasks, and behaviours performed by one or more individuals, namely jobholders • Positions ­ refers to the number of individuals who are performing the duties, tasks and behaviours required by a specific job • Job analysis ­ the analysis of subdivided work in the organization, both at the level of the individual job and for the entire  flow of the production process • A job analysis will produce written outcomes (documents) that are used in job descriptions and job specifications • Job description – outlines the duties or tasks to be carried out on the job. •  Job specification – outlines the competencies the jobholder must possess to be a successful performer in the specified job Job Analysis • Job analysis ­ an examination of the jobs in an organization and will document the  KSAOs: 1. Knowledge (K) 2. Skill (S) 3. Ability (A) 4. Other Attributes (O) Compensable Factors • Knowledge and Skills (education, experience, computers) • Effort (mental and physical) • Responsibility (people, product, money) • Working Conditions Scientific Management Examines two main aspects of each job in the organization:   1. Method employed ­ how the jobholder performs the job  2. Time measurement – the amount of time the jobholder requires to complete the task Job Analysis and HR Planning • Job analysis ensures that recent changes have been incorporated into job descriptions and specifications • Changes in technology can affect how work is organized, and core activities • HR functions due to globalization are similar and different around the world • High­performing managers are developed with in­house training academies and talent schools Problems  1. Job analysis that is neither updated nor reviewed 2. Job description or specification that is too vague 3. Contamination and deficiency 4. Time and costs of job analysis • Deficiency ­ an error of omission when a job description or specification fails to incorporate important aspects of the job  required for success • Contamination ­ an error that occurs when unimportant or invalid behaviours or attributes are incorporated into a job  description or specification Process of job Analysis 1. Determine the job or process to be analyzed a) Benchmarks ­ external comparators for organizational jobs and performance criteria b) National Occupational Classification (NOC) c) Dictionary of Occupational Titles (DOT) d) Occupational Information Network (O*NET) 2. Determine methods and analyze the job or process a) Selection criteria for job analysis methods include the following: 1. Cost Chapter 4: Job Analysis 2. Time 3. Flexibility of Methods 4. Validity and Reliability 5. Acceptance b) Sources of information include: 1. Interviews 2. Observation 3. Questionnaires 4. Journals and Diaries 5. Output and Production Analysis 6. Current Job Descriptions and Specifications 3. Examine the recorded data on the job or process  a) Question the data using the FIVE “Ws”: 1.  Who  performs the job? 2.  What  is the purpose of the job? What behaviours are required for successful job performance?  3.  When  was the last job analysis done? 4.  Where  is the job performed? 5.  Why  does thi
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