Beruflich Dokumente
Kultur Dokumente
Job Analysis
A Prelude to Recruitment and Placement
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Chapter Outline
I. The Nature of Job Analysis Job Analysis Defined Uses of Job Analysis Information Steps in Job Analysis Methods of Collecting Job Analysis Information Introduction The Interview Questionnaire Observation Participant Diary/Logs U.S. Civil Service Procedure Quantitative Job Analysis Techniques Using Multiple Sources of Information
II.
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Chapter Outline
(continued)
III. Writing Job Descriptions Job Identification Job Summary Relationships Responsibilities and Duties Standards of Performance Working Conditions and Physical Environment Writing Job Specifics Specifications for Trained Versus Untrained Personnel Job Specifications Based on Judgment Job Specifications Based on Statistical Analysis Job Analysis in a Jobless World From Specialized to Enlarged Jobs Why Managers are De-jobbing Their Companies
IV.
V.
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Service-Oriented Strategy
Change job descriptions, top to bottom Change recruiting Philosophy: Our commitment to satisfying customers and creating shareholder value directs virtually every decision we make. Working at U.S. Bank (next slide)
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Check this A+ site out and list some of the purposes for which job analysis is used.
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Uniform Guidelines on Employee Selection Procedures (1978) Americans with Disabilities Act (1990)
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Work activities
Cleaning Selling Teaching Painting How, why and when the activities are performed
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Human behaviors
Sensing Communicating Deciding Writing Job demands
Lifting Walking Jumping jacks?
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Performance Standards
Check out these sites for samples of work standards. What are some of the common threads?
National Health and Safety Job descriptions and performance standards
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Job Context
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Human Requirements
Job-related knowledge and skills
Education Training Work experience
Personal attributes
Aptitudes Physical characteristics Personality Interests
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Performance Appraisal
Training Requirements
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Compensation
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Performance Appraisal
How to do it Standards Self-appraisal The discussion Setting goals How to get a raise
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Training
The job description should show the activities and skillsand therefore the trainingthat the job requires.
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EEO Compliance
EEO Compliance Job analysis also plays a big role in EEO compliance
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Interview Guidelines
The job analyst and supervisor should identify the workers who know the job best and would be objective Establish a rapport with the interviewee Follow a structured guide or checklist Ask a worker to list duties in order of importance and frequency of occurrence Review and verify data
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PORTLAND STATE UNIVERSITY POSITION DESCRIPTION * * PLEASE READ INSTRUCTIONS BEFORE COMPLETING THIS FORM * *
( ) New ( ) Revised
SECTION 1. POSITION INFORMATION a. Class Title: b. Class No.: c. Effective Date: d. Position No.: e. Working Title: f. Work Unit: g. Agency No.: h. Employee Name: i. Work Location (City-County): _________________________________________________________________________________ j. Position: ( ) Permanent ( ) Seasonal ( ) Limited Duration ( ) Academic Year ( ) Full Time ( ) Part Time ( ) Intermittent ( ) Job Share _________________________________________________________________________________ k. FLSA: ( ) Exempt ( ) Non-Exempt l. Eligible for Overtime: ( ) Yes ( ) No _________________________________________________________________________________ SECTION 2. PROGRAM/POSITION INFORMATION a. Describe the program in which this job exists. Include program purpose, who's affected, size, and scope. Include relationship to agency mission.
b. Describe the purpose of this position, and how it functions within this program, by completing this statement: The purpose of this job/position is to . . .
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SECTION 3. DESCRIPTION OF DUTIES
List major duties. Note percentage of time duties are performed. If this is an existing position, mark "N" for new duties or "R" for revised duties. % of Time N/R DUTIES _________________________________________________________________________________ SECTION 4. WORKING CONDITIONS Describe special working conditions, if any, that are a regular part of this job. Include frequency of exposure to these conditions. ________________________________________________________________________________ SECTION 5. GUIDELINES a. List any established guidelines used to do this job, such as state or federal laws or regulations, policies, manuals or desk procedures.
b. How are these guidelines used to perform the job? SECTION 6. WORK CONTACTS With whom outside of co-workers in this work unit must this position regularly come in contact? Who Contacted How Purpose How Often?
SECTION 7. JOB-RELATED DECISION MAKING Describe the kinds of decisions likely to be made by this position. Indicate affect of these decisions where possible.
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SECTION 8. REVIEW OF WORK
Who reviews the work of this position? (List classification title and position number.) How? How often? Purpose of the review? SECTION 9. SUPERVISORY DUTIES TO BE COMPLETED ONLY FOR POSITIONS IN MANAGEMENT SERVICE a. How many employees are directly supervised by this position? _______ _______ b. Which of the following supervisory/management activities does this job perform? ( ) Plans Work ( ) Assigns Work ( ) Approves Work ( ) Responds to Grievances ( ) Disciplines/Rewards ( ) Hires/Fires (or Effectively Recommends) ( ) Prepares and Signs Performance Appraisals Through Subordinate Supervisors?
SECTION 10. ADDITIONAL JOB-RELATED INFORMATION Any other comments that would add to an understanding of this position: SPECIAL REQUIREMENTS: List any special mandatory recruiting requirements for this position: BUDGET AUTHORITY: If this position has authority to commit agency operating money, indicate in what area, how much (biennially) and type of funds: _________________________________________________________________________________ SECTION 11. ORGANIZATIONAL CHART Attach a current organizational chart. See instructions for detail to be included on the chart. _________________________________________________________________________________________________ Employee Signature Date Supervisor Signature Date _________________________________________________ Appointing Authority Signature Date
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Observation
Observation may be combined with interviewing Take complete notes Talk with the person being observed explain what is happening and why Ask questions
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Position Analysis Questionnaire The U.S. Department of Labor approach Functional job analysis
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Figure 3 - 4
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People examples
Instructing Persuading
Things examples
Setting up Tending
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PEOPLE
0 Mentoring 1 Negotiating 2 Instructing 3 Supervising 4 Diverting 5 Persuading 6 Speaking signaling 7 Serving 8 Taking instructions helping
THINGS
0 Setting up 1 Precision working 2 Operatingcontrolling 3 Drivingoperating 4 Manipulating 5 Tending 6 Feedingoffbearing 7 Handling
Basic Activities
Table 3-1
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Figure 3 - 7
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Job Identification
Title Fair Labor Standards Act (FLSA) Date Approvals Supervisors title Salary Grade level
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Job Summary
General nature Major functions or activities Includes general statements
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Works with employment agencies, recruiters, union reps, state and federal agencies, vendors
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Job Descriptions
Check this web site for sample job descriptions. What do you like about them? What, if anything, is missing?
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Step 3: Continued
CONTENT ANALYSIS
Subject Area Title: Content Description and Relevant Definitions: Tasks Tools Used Standards for Performance Conditions for Performance
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Competition
Global Changes
Demographics
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Director Manufacturing
Manager Manager
Clerk Administrator
Manager
Sales
Sales
Sales
Sales
Sales
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Flatter Organizations
Executive and Operations Team Technical Development Team Manufacturing Engineering Team People Systems Team Finance Team Purchasing and Suppllier Quality Team Sales, Service and Marketing Team
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H G F E D C B A
Business Awareness
H G F E D C B A
Communication & Interpersonal
H G F E D C B A
Decision Making & Initiative
H G F E D C B A
Leadership & Guidance
H G F E D C B A
Planning & Organizational Ability
H G F E D C B A
Problem Solving
The highlighted boxes indicate the minimum level of skill required for the job.
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Chapter Review
We reviewed the nature of job analysis, how it is used, some legal issues and three methods of collecting job analysis information. We practiced writing job descriptions and looked at descriptions in detail. We looked at the USCSC, USDOL, DOT and O*NET. We reviewed the six steps involved in job analysis and reviewed traditional and contemporary methods of organizing. WHEW!