ADMS 3490 Chapter Notes - Chapter 7: Job Analysis

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More time, money, and patience are wasted on job or class descriptions than on any other aspect of personnel administration. [yet] in almost twenty-five years of consulting, my firm has never had a client lay claim to an up-to date and complete set of job descriptions. Interviews can be conducted with a sample of employees, or their supervisors, or both. Interviewing only one or the other of these groups has drawbacks. Interviews with employees can generate valid information, but the employee perspective on the importance of various job duties may be different from that of the supervisor: methods of job analysis, questionnaires may vary on two dimensions. But the analysis of the job should not be unduly influenced by either case. The number of times each job is ranked above another job is recorded, and these pair rankings are used as the basis for ranking the entire set of jobs.

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