Job Analysis

The foundation for HRM Systems and Programs

Job Analysis Creates Data for:

Job Description
List of what job entails

Job Specifications
What kind of people (bundle of skills, knowledge and abilities) should be hired for the job.

Acquisition of Data
Interviews Questionnaires Observation Diary/logs Quantitative Video

Department of Labor
Job Analysis Procedure
Job Analysis Procedure
Handling Data Working with People Working with Things

Standard Occupational Classification

Good starting point if responsible for developing job descriptions

Working in a Jobless World

Job
A set of closely related activities carried out for pay

Dejobbing
Starting point - Job rotation, job enrichment, job enlargement Now job no longer well defined or tasks clearly delineated
Flat organizations Work teams Boundaryless Reengineered

Competency- Based Job Analysis

Demonstrable characteristics needed to perform in new environments
Observable Measurable

What is accomplished not how it was accomplished

Why used
Help eliminate the That aint my job man mentality Move to strategic thinking Focus on performance (outcomes) not inputs Some competencies:
General skills (reading, writing, math) Leadership (creating followers, teaching others, thinking strategically) Technical (specific to context and profession)