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Job Analysis1

Job analysis is defined as the process used to gather information about a job to determine its duties, tasks, and the knowledge, skills, abilities, and other characteristics (KSAs) needed to perform the job. This information is then used to develop job descriptions and specifications, as well as inform staffing, compensation, performance evaluation, training, and validity studies to defend against legal challenges regarding employee selection and assessment. Proper job analysis methods include interviews, observations, diaries/logs, and questionnaires, with the most appropriate method depending on factors like standardization, cost, and usefulness for developing selection tools.

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Shivani Saini
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© Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online on Scribd
14 views

Job Analysis1

Job analysis is defined as the process used to gather information about a job to determine its duties, tasks, and the knowledge, skills, abilities, and other characteristics (KSAs) needed to perform the job. This information is then used to develop job descriptions and specifications, as well as inform staffing, compensation, performance evaluation, training, and validity studies to defend against legal challenges regarding employee selection and assessment. Proper job analysis methods include interviews, observations, diaries/logs, and questionnaires, with the most appropriate method depending on factors like standardization, cost, and usefulness for developing selection tools.

Uploaded by

Shivani Saini
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Job Analysis

Definition

- process used to gather


information about a job in order to
determine the duties and nature of
that job as well as the appropriate
KSAs related to the job.
General Types

Task
Oriented
Person
Oriented
Outcomes

 Job description

 Job specification
Uses
 Staffing activities
 Wage and salary determination
 Performance Appraisal decisions
 Training
 To develop – predictors and criteria
Why interest?
 Jobs not static
 Uniform Guidelines Require
 Determine job requirements to establish
validity
 Defend against suits (e.g. EEO)
Role of Job Analysis in Human Resource Selection

Job Analysis Method


Systematic Process for
Collecting Information on the
Work-Related Aspects of a Job

Produces Employee Specifications Predictors

Translated Into Translated Into


Work-Related Information Human Attributes Selection Instruments
Job Tasks, Duties, Work Knowledge, Skills, Abilities and Tests, Employment Interviews,
Behaviors, Critical Incidents, etc. Other-Employee Characteristics Application Blanks, etc.

Inferential Leap Inferential Leap


(1) (2)

Criteria Valid?
Translated Into
Employee Performance Measures
Performance Appraisals,
Productivity Assessments, etc.
Inferential Leap Inferential Leap
(3) (4)
Who performs job analysis?
What jobs should be analyzed?
Specific types of Job Analysis

A. Interview
• Group or individual
• Structured or unstructured
• Lacks standardization
• $$$$
• Distortion and exaggeration
• Most widely used
Specific Types of Job Analysis

B. Observation
• Mainly for physical activity (not mgr.)

C. Diary logs
• Keep track of critical incidents
Specific Types of Job Analysis

D. Questionnaire
• Prefabricated or tailored
• Easily quantifiable
• Lengthy?
1. The PAQ
Which method to use?
 Refined and tested?
 Readily acceptable?
 Occupational versatility?
 Standardization?
 User/respondent acceptability?
 Training requirements?
Which method to use?
 Sample size needed?
 Suitable for validation?
 Reliability?
 Utility in developing selection tools?
 Cost?
Sources of Error
 Inadequate sampling
 Response set
 Analyst inexperience
 Job environment changes

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