Professional Documents
Culture Documents
Definitions
Job
Need
Preliminary Questions to
Ask
Is
Is
How
Are
How
Are
Why do we do Job
Analyses?
Reduce
Appraisal
Design
Selection
Job
Evaluation
Typical Division of HR
Responsibilities: Job Analysis
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Who
Provides
the
Information?
How
to Resolve
Discrepancies
Job design
Recruiting
Selection
Performance appraisal
Training
Compensation
job
being
Standardized questionnaire
Questions focus on worker activities on the job
For non-managerial & non-professional jobs
http://www.paq.com/?FuseAction=Main.PAQProgram
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Phase 4: Assessment
a) Evaluate the Job Analysis project
Continuous improvement: learn from both
successes & mistakes to continuously get
better
Did the project finish on-time and under-budget?
If not, what went wrong? What would you do differently?
Interviews
B.
Structured Questionnaire /
Inventory
C.
Direct Observation
D.
A. Interviews
Most
very adaptable
Usually
conducted with
job incumbents
technical experts
supervisors
Questions
like:
people may
misrepresent/exaggerate job
B.
Questionnaire/Inventory
Lists of many (>200) job
characteristics and activities
rated in term of frequency and importance
very
C. Observation
Unobtrusive
method
Allows
D. Logbook / Worker
Diaries
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Thanks
for
attending this session
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