Job Analysis

1
Job Analysis

• Cornerstone of HR Practice
• Drives Staffing what people do, what skills
  they need
• Drives Compensation pay for worth
• Drives Training close gap between skills and
  performance demands
• Drives Organizational Design capital/labor
  trade-offs

2
Job Analysis (continued)

• How do we do it?
• Try it
• Watch
• Ask - oral / written
• Need for multi-source, multi-method approach

3
Job Analysis (continued)

• Two Products
• Job Description
• Job Specification KSA and Os

4
Job Analysis (continued)

• KSA and Os
• Knowledge, skills, abilities (and other
  qualities, such as personality traits)
• Note competencies used by organizational
  behavior folks (ie., mgmt 480) similar
• 2 general kinds, mental and physical

5
Mental Skills

• Intelligence
• Capacity vs. Current Proficiency
• Hierarchical vs. Common factor models
• New hybrids
• Social Intelligence
• Emotional Intelligence

6
Physical Skills

• Common factor model dominates
• static strength
• dynamic strength
• explosive strength
• trunk strength
• extent flexibility
• dynamic flexibility
• gross body coordination
• gross body equilibrium
• stamina

7
And Os

• Personality - The Big 5 common factor model
• extraversion
• agreeableness
• conscientiousness
• emotional stability
• openness to experience
• Social Intelligence read others, adjust own
  behavior
• Emotional Intelligence self-control,
  self-management

8
Job Analysis - Conclusion

• ONet web site online job analysis tool
• http//www.onetcenter.org
• Current job information key to managing
• Job Analysis is how we get that info