Gary Dessler
Human Resource Management, 8th Edition
3
Chapter Three
Job Analysis
Behavioral Objectives
When you finish studying this chapter, you should be able to:
Describe the basic methods of collective job analysis
information.
Conduct a job analysis.
Write a job description.
Explain the purpose of a job specification and a
procedure for developing one.
© Prentice Hall, 2000 Chapter 3 1
Uses of Job Analysis Information
Job
Analysis
Job Description
and
Job Specification
Job Evaluation
Recruiting and Wage and Salary Training
Performance
Selection Decisions Requirements
Appraisal
Decisions (Compensation)
© Prentice Hall, 2000 Chapter 3 2
Process Chart for Analyzing a
Job’s Work Flow
Input from Input from
Plant Managers Suppliers
Job Under
Study—
Inventory Control
Clerk
Information Inventory
Output to Output to
Plant Managers Plant Managers
© Prentice Hall, 2000 Chapter 3 3
Methods of Collecting Job
Analysis Information
The Interview
Questionnaires
Observation
Participant Diary/Logs
U.S. Civil Service Procedure
© Prentice Hall, 2000 Chapter 3 4
The Interview as a Method of
Collecting Job Analysis Information
Some typical interview questions include:
What is the job being performed?
What are the major duties of your position?
What physical locations do you work in?
What are the education, experience, skill, and (where applicable) certification
and licensing requirements?
What activities do you participate in?
What are the job’s responsibilities and duties?
What are the basic accountabilities or performance standards that typify
your work?
What are your responsibilities? What are the environmental and working
conditions involved?
What are the job’s physical demands? The emotional and mental demands?
What are the health and safety conditions?
Are you exposed to any hazards or unusual working conditions?
© Prentice Hall, 2000 Chapter 3 5
Three Popular Methods of
Quantitative Job Analysis
Position Analysis Questionnaire
Department of Labor (DOL) Procedure
Functional Job Analysis
© Prentice Hall, 2000 Chapter 3 6
Items Commonly Found in a
Written Job Description
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specifications
© Prentice Hall, 2000 Chapter 3 7
Job Description Guidelines
Be clear
Indicate scope of authority
Be specific
Be brief
Recheck
© Prentice Hall, 2000 Chapter 3 8
Job Specifications
The job specification takes the job description
and answers the question, “What human
traits and experience are required to do this
job well?”
© Prentice Hall, 2000 Chapter 3 9
Jobs Specifications Based on
Statistical Analysis
The procedure has five steps:
1. Analyze the job and decide how to measure job
performance.
2. Select personal traits like finger dexterity that you
believe should predict successful performance.
3. Test candidates for these traits.
4. Measure these candidates’ subsequent job
performance.
5. Statistically analyze the relationship between the
human trait (finger dexterity) and job performance.
© Prentice Hall, 2000 Chapter 3 10