CHP 2
CHP 2
CHP 2
Chapter 3
Job Analysis and
Talent Management
Process
https://www.youtube.com/watch?v=PJY54T3bcNo
4–
Copyright © 2011 Pearson Education
2
HUMAN RESOURCE MANAGEMENT
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.
4–
4
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
4–
Copyright © 2011 Pearson Education
5
USES OF JOB ANALYSIS
INFORMATION
Recruitment
and selection
EEO
compliance Compensation
Information
Collected via
Job Analysis
Discovering Performance
unassigned duties appraisal
Training
4–
Copyright © 2011 Pearson Education
6
FIGURE 4–1 Uses of Job Analysis Information
Job analysis
Job description
and specification
4–
Copyright © 2011 Pearson Education
7
4–
8
STEPS IN JOB ANALYSIS
4–
Copyright © 2011 Pearson Education
9
OVERVIEW OF LECTURE: JOB ANALYSIS
JOB ANALYSIS: INTERVIEWING
GUIDELINES
4–
Copyright © 2011 Pearson Education
11
FIGURE 4–2 Process Chart for Analyzing a Job’s Workflow
4–
Copyright © 2011 Pearson Education
12
COLLECTING JOB ANALYSIS
INFORMATION
4–
Copyright © 2011 Pearson Education
13
METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION: THE INTERVIEW
4–
Copyright © 2011 Pearson Education
14
METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION: QUESTIONNAIRES
4–
Copyright © 2011 Pearson Education
15
METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION: OBSERVATION
4–
Copyright © 2011 Pearson Education
17
QUANTITATIVE JOB ANALYSIS
TECHNIQUES
Quantitative Job
Analysis
Department of
Position Analysis Functional Job
Labor (DOL)
Questionnaire Analysis
Procedure
4–
Copyright © 2011 Pearson Education
18
FIGURE 4–5 Portion of a Completed Page from the Position Analysis Questionnaire
4–
Copyright © 2011 Pearson Education
19
TABLE 4–1 Basic Department of Labor Worker Functions
4–
Copyright © 2011 Pearson Education
20
FIGURE 4–6 Sample Report Based on Department of Labor Job Analysis Technique
4–
Copyright © 2011 Pearson Education
21
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
4–
Copyright © 2011 Pearson Education
22
FIGURE 4–7 Selected O*NET General Work Activities Categories
4–
Copyright © 2011 Pearson Education
23
WRITING JOB DESCRIPTIONS
Job
identification
Job Job
specifications summary
Sections of a
Typical Job
Working Description Responsibilities and
conditions duties
Standards of Authority of
performance the incumbent
4–
Copyright © 2011 Pearson Education
24
THE JOB DESCRIPTION
4–
Copyright © 2011 Pearson Education
25
FIGURE 4–8 Sample Job Description, Pearson Education
4–
Copyright © 2011 Pearson Education
26
FIGURE 4–8 Sample Job Description, Pearson Education (cont’d)
4–
Copyright © 2011 Pearson Education
27
WRITING JOB SPECIFICATIONS
4–
Copyright © 2011 Pearson Education
28
WRITING JOB SPECIFICATIONS
(CONT’D)
4–
Copyright © 2011 Pearson Education
29
JOB ANALYSIS IN A WORKER-EMPOWERED WORLD
Job Design:
From Specialized
to Enriched Jobs
4–
Copyright © 2011 Pearson Education
30
OTHER CHANGES AT WORK
Changing the
Organization and
Its Structure
4–
Copyright © 2011 Pearson Education
31
COMPETENCY-BASED JOB
ANALYSIS
Competencies
Demonstrable characteristics of a person that enable performance of a job.
4–
Copyright © 2011 Pearson Education
32
HOW TO WRITE JOB COMPETENCIES-
BASED JOB DESCRIPTIONS
4–
Copyright © 2011 Pearson Education
33
HUMAN RESOURCE MANAGEMENT
• Step 1: Choose different job titles and allocate these titles to different
groups
• Step 2: Data collection
• Learn to use different data collection sources
• Step3: Sort the data and for what purpose it is being used
• Step 4: Develop the Job Description according to format provided on
CMS
HUMAN RESOURCE MANAGEMENT
job analysis
job description
job specifications
organization chart
process chart
diary/log
position analysis questionnaire (PAQ)
Standard Occupational Classification (SOC)
job enlargement
job rotation
job enrichment
competency-based job analysis
4–
Copyright © 2011 Pearson Education
36
All rights reserved. No part of this publication may be reproduced,
stored in a retrieval system, or transmitted, in any form or by any
means, electronic, mechanical, photocopying, recording, or
otherwise, without the prior written permission of the publisher.
Printed in the United States of America.
4–
Copyright © 2011 Pearson Education
37