MGT351 Human Resource Management Chapter04 1 1 Types

MGT-351 Human Resource Management Chapter-04 1– 1

Types of Information Collected Work activities Human requirements Job context Information Collected Via Job Analysis Human behaviors Machines, tools, equipment, and work aids Performance standards 4– 2

Use of Job Analysis Information Recruitment and Selection EEO Compliance Discovering Unassigned Duties Compensation Information Collected Via Job Analysis Performance Appraisal Training 4– 3

Steps in Job Analysis Steps in doing a job analysis: 1 Decide how you’ll use the information. 2 Review relevant background information. 3 Select representative positions. 4 Actually analyze the job. 5 Verify the job analysis information. 6 Develop a job description and job specification. 4– 4

Methods of Collecting Job Analysis Information: The Interview • Information Sources • Interview Formats Ø Individual employees Ø Structured (Checklist) Ø Groups of employees Ø Unstructured Ø Supervisors with knowledge of the job • Advantages Ø Quick, direct way to find overlooked information • Disadvantages Ø Distorted information 4– 5

Job Analysis: Interviewing Guidelines • The job analyst and supervisor should work together to identify the workers who know the job best. • Quickly establish rapport with the interviewee. • Follow a structured guide or checklist, one that lists open-ended questions and provides space for answers. • Ask the worker to list his or her duties in order of importance and frequency of occurrence. • After completing the interview, review and verify the data. 4– 6

Methods of Collecting Job Analysis Information: Questionnaires • Information Source Ø Have employees fill out questionnaires to describe their job-related duties and responsibilities • Questionnaire Formats Ø Structured checklists Ø Open-ended questions • Advantages Ø Quick and efficient way to gather information from large numbers of employees • Disadvantages Ø Expense and time consumed in preparing and testing the questionnaire 4– 7

Methods of Collecting Job Analysis Information: Observation • Information Source Ø Observing and noting the physical activities of employees as they go about their jobs • Advantages Ø Provides first-hand information Ø Reduces distortion of information • Disadvantages Ø Time consuming Ø Difficulty in capturing entire job cycle Ø Of little use if job involves a high level of mental activity 4– 8

Methods of Collecting Job Analysis Information: Participant Diary/Logs • Information Source Ø Workers keep a chronological diary/ log of what they do and the time spent on each activity • Advantages Ø Produces a more complete picture of the job Ø Employee participation • Disadvantages Ø Distortion of information Ø Depends upon employees to accurately recall their activities 4– 9

Writing Job Descriptions Job Identification Job Summary Job Specifications Sections of a Typical Job Description Working Conditions Standards of Performance Responsibilities and Duties Authority of the Incumbent 4– 10

FIGURE 4– 8 Sample Job Description, Pearson Education 4– 11

FIGURE 4– 8 Sample Job Description, Pearson Education (cont’d) 4– 12