HUMAN RESOURCE MANAGEMENT
Global Edition 12e
Chapter 2
Job Analysis
Part 2 Recruitment and Placement
PowerPoint Presentation by Charlie Cook
Copyright © 2011 Pearson Education GARY DESSLER The University of West Alabama
The Basics of Job Analysis: Terms
• Job Analysis
The procedure for determining the duties and skill requirements
of a job and the kind of person who should be hired for it.
• Job Description
A list of a job’s duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities—one
product of a job analysis.
• Job Specifications
A list of a job’s “human requirements,” that is, the requisite
education, skills, personality, and so on—another product of a
job analysis.
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Types of Information Collected
Work
activities
Human Human
requirements behaviors
Information
Collected Via
Job Analysis
Machines, tools,
Job
equipment, and
context
work aids
Performance
standards
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Uses of Job Analysis Information
Recruitment
and selection
EEO Performance
compliance appraisal
Information
Collected via
Job Analysis
Discovering
unassigned Compensation
duties
Training
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FIGURE 4–1 Uses of Job Analysis Information
Job analysis
Job description
and specification
Recruiting Performance Job evaluation— Training
and selection appraisal wage and salary requirements
decisions decisions
(compensation)
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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.
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Collecting Job Analysis Information
Methods for Collecting Job Analysis Information
Questionnaire
Interviews Observations Diaries/Logs
s
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Job Analysis: Interviewing
Guidelines
• The job analyst and supervisor should work together
to identify the workers who know the job best.
• Quickly establish rapport (relationship) 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.
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Methods for Collecting Job Analysis
Information: The Interview
• Information Sources • Interview Formats
Individual employees Structured (Checklist)
Groups of employees Unstructured
• Advantages
Quick, direct way to find
overlooked information
• Disadvantage
Distorted information
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Methods for Collecting Job Analysis
Information: Questionnaires
• Information Source • Advantages
Have employees fill out Quick and efficient way
questionnaires to describe to gather information
their job-related duties and from large numbers of
responsibilities employees
• Questionnaire Formats • Disadvantages
Structured checklists Expense and time
Open-ended questions consumed in preparing and
testing the questionnaire
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Methods for Collecting Job Analysis
Information: Observation
• Information Source • Advantages
Observing and noting the Provides direct information
physical activities of Reduces distortion
employees as they go of information
about their jobs by
managers.
• Disadvantages
Time consuming
Reactivity response distorts
employee behavior
Difficulty in capturing
entire job cycle
Of little use if job involves a
high level of mental activity
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Methods for Collecting Job Analysis
Information: Participant Diaries
• Information Source • Advantages
Workers keep a Produces a more complete
chronological diary of what picture of the job
they do and the time spent Employee participation
on each activity
• Disadvantages
Distortion of information
Depends upon employees
to accurately recall their
activities
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Internet-Based Job Analysis
• Advantages
Collects information in a standardized format from
geographically dispersed employees
Requires less time than face-to-face interviews
Collects information with minimal intervention or guidance
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Writing Job Descriptions
Job
identification
Job Job
specifications summary
Sections of a
Typical Job
Working Description Responsibilities
conditions and duties
Standards of Authority of
performance the incumbent
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The Job Description
• Job Identification • Responsibilities and Duties
Job title Major responsibilities and
Department duties (essential functions)
Job code Decision-making authority
Date Direct supervision
• Job Summary • Standards of Performance
General nature of the job
and Working Conditions
Major functions/activities What it takes to do the job
• Relationships successfully
Reports to:
Supervises:
Works with:
Outside the company:
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