Human Resource Management

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Human Resource Management
Job Analysis By Engr. Attaullah Shah BSc.
Civil ( Gold Medal), MSc. ( Str. Engg), MBA, MA
( Eco), MSc ( Envir design) , PGD ( Comp Sc) PhD
Scholar ( UET TAXILA) Project Director Allama
Iqbal Open University E-mail
pd_at_aiou.edu.pk pdaiou_at_yahoo.com Website
www.aiou.edu.pk Telephone/Fax [phone] Cell
0333-5729809
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Outline

• HRM Goal
• Definitions
• Format of a Job Description
• Format of a Task Statement
• Job Analysis Process

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HRM Goal Match Person Job

• Need information about person job
• Job analysis focuses on getting job information
  (tasks duties and required qualifications)

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Definitions

• Task a unit of work activity performed by a
  worker within a limited time period
• Duty several related tasks that are performed by
  an individual
• Position the set of all tasks and duties
  performed by an individual
• Job a group of identical positions

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Definitions (contd.)

• Job Description a document that identifies the
  tasks and duties performed on a job
• Job Specification a document that identifies the
  qualifications necessary for successful
  performance of a job
• Job Analysis the process of collecting and
  analyzing information about a job to write the
  job description and the job specification

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Format of a Job Description

• Combine job description job specification
• Common Elements
• Job Title
• Job Summary
• Tasks Duties
• Qualifications
• Other information
• How much detail?

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Format of a Task Statement

• First word or phrase (required) Performs what
  action? (Present-tense verb)
• Example Supervise
• Next word or phrase (required) To whom or what
  is the action performed?
• Example operation of Machines
• Next (optional) Additional information
• Example to maximize profitability.

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Job Analysis Process

• Source Fisher, Schoenfeldt, Shaw (2003),
  Figure 4.1

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Phase 1 Scope of Project

• Decide purposes of project
• Job design
• Recruiting
• Selection
• Performance appraisal
• Training
• Compensation
• Decide which jobs to include

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Phase 2 Methods

• Decide which types of data are needed
• Tasks duties
• Qualifications KSAs other characteristics
• Identify sources of job data
• Job incumbents observation, interview,
  questionnaire
• Supervisors interview, questionnaire
• Other sources

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Phase 2 Methods (contd.)

• Select job analysis procedure
• Narrative
• Engineering approaches (e.g., time motion)
• Structured job analysis procedures
• Other examples Critical Incidents Technique
  (CIT), Functional Job Analysis (FJA), Position
  Analysis Questionnaire (PAQ), Task Inventory
  Procedure, Ability Requirements Scales,
  Personality-Related Procedures (e.g., PPRF),
  Managerial Procedures (e.g., MPDQ PMPQ)

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Phase 3 Data Collection Analysis

• Collect job data
• Analyze job data
• Report results to organization
• Recheck job analysis data periodically

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Phase 4 Assessment

• Evaluate results against criteria of benefits,
  costs, and legality
• Is the information job-related?
• Is the information reliable valid?
• Are the job descriptions being used appropriately?

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Individual Work and Organizational Performance

• Q How exactly does individual work contribute to
  organizational performance?
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• Or How do organizational goals translate into
  hiring requirements?

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The Changing Nature of Work

• Various types of jobs
• Traditional
• Evolving
• Flexible
• Idiosyncratic
• Team-based
• Tele-work( Virtual Organizations)

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Three Types of Job Analysis
Job Requirements Competency-Based Job Rewards
Focus on specific tasks and KSAOs. Focus on general KSAOs. Focus on both intrinsic and extrinsic rewards.
Looks at context for a specific job. Looks at the use of KSAOs across jobs. Used for specific jobs.
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Why Should Organizations Do Job Analysis?

• 1.        Assist with legal compliance
• 2.        Recruitment
• 3.        Selection
• 4.        Performance appraisal
• 5.        Training development
• 6.        Compensation
• 7.        Employee/Labor relations

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How is Job Analysis Conducted? (1)

• 1. Sources of job analysis information
• a. Job analyst
• b. Job incumbent
• c.  Supervisor
• d. Other SMEs

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How is Job Analysis Conducted? (2)

• 2. General approaches
• a. prior information
• b. observation
• c.  interviews
• d. questionnaires
• e.  diaries/logs

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How is Job Analysis Conducted? (3)

• 3. Some specific approaches
• Functional Job Analysis
• Uses the Dictionary of Occupational Titles
• Breaks jobs down in terms of data, people, and
  things
• Structured Job Analysis Interviews
• One of the best ways to get information on both
  tasks and KSAOs
• Position Analysis Questionnaire (PAQ)
• Worker-oriented
• Good for comparing jobs

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How is Job Analysis Conducted? (3 cont.)

• D. Management Position Description Questionnaire
  (MPDQ)
• A generic approach to analyzing managerial jobs
• Task Inventories
• Very specific analysis of particular jobs
• Combination Approaches