Job Analysis

Job Analysis

1. How to do this?

   • Key terms
     • Job
       • collection of positions that are similar in their significant duties
     • Position
       • A collection of duties assigned to individuals in an organization at a given time
     • Subject Matter EXpert
       • People who are most knowledgable about a job and how it is currently performed: generally job incumbents and their supervisors
   • Perform Job Analysis Techniques
     • Results from performing
       • Creates
         • Job Description
           • written discription of what job occupants are required to do: how they are supposed to do it: and the rationale of any required job procedure
         • Job Specifications
           • the knowledge, skills, abilities and other attributes or competancies that are needed by a job incumbent to perform well on the job
     • 8 types
       • Interviews
         • Most Common; Maybe Structured or Unstructured
         • Includes questioning individuals or small groups of employees and supervisors.
       • Direct Observation
         • Useful when job involves easily observable activities
           • may use assistant aids, ie: audio and visual
         • the job analyst watches employee as they carry out their job activities ( aka job shadowing)
           • Direct contact with the job = data obtained firsthand
         • Different jobs an environments will require different observation methods
           • Office job vs landscaper
         • After collecting data analyst describes job components in terms of :
           • performed actions
           • the person, data,or things affected by the actions
           • intended outcome or product of the action
           • the materials tools and procedures used in performing the action
       • Task Inventories
         • Breaks down jobs into their component tasks: task statement that are objectively based descriptions of what gets done on a job
       • Functional job analysis
         • a verbal descriptions of activities that workers do
       • Critical incident technique
         • Highlights examples of effective and inneffective work behaviours- generates behaviourly focused descriptions of work behaviours
       • Position Analysis Question
         • structured questionaire that focuses on the general behaviours that make up the job
       • Worker trait inventories
         • Methods used to infer employee specifications from job analysis data: designed to identify KSAO's that are predictive of job success
       • Fleishman Job analysis survey
         • Developed as a system for identifying employee characteristics that influence job performance

2. Definition

   • The systematic process of collecting information about jobs by gathering, documenting, and analyzing data about the work required for a job
     • Analysis Data
       • duties of the job
       • job responsibilites
       • working conditions
       • knowledge, skills, abilities and other attributes
       • Support HR Activities
         • recruitment, selection, training and development, p rformance managment

3. What does it do?

   • Good Job analysis = accurat information on skill, effort, responsibility and working conditions is specified, reducing the likely hood of job analysis impediments to equitable employment access for all Canadians
   • Provides objective evidence of the skills and abilities required for effective performance of the job, involved in the selection of the candidates

4. Key Terms

   • Job
     • group of tasks, held by one or more people
   • Position
     • Subject Matter Expert
       • People who are most knowledgable about a job and how it is currently performed: generally job incombents and their supervisors
     • a group of tasks performed by one person at a givern tme: each person in the organization is assigned a position