Beruflich Dokumente
Kultur Dokumente
GARY DESSLER
Part 2 | Recruitment and Placement
Chapter 4
Job Analysis
of a job and the kind of person who should be hired for it.
Job specifications
A list of a jobs human requirements, that is, the requisite
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Performance standards
Job context Human requirements
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Performance appraisal
Compares employees performance with standards
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compensation based on jobs required skill, education level, safety hazard, level of responsibility etc. Relative worth of job determined to group jobs into different classes
Training requirements
Training requirements based on job and required
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determine the data you collect and how you collect them.
Step 2: Review relevant background information
chart: A chart that shows the organization-wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates to whom. Process chart: A work flow chart that shows the flow of inputs to and outputs from a particular job. The existing job description usually provides a starting point for building a revised job description.
to analyze too many similar jobs. For example, A sample of 10 out of 200 assembly workers job is sufficient.
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activities, required employee behaviors, working conditions and human traits and abilities needed to perform the job.
Step 5: Verify the job analysis information with the
workers performing the job and immediate supervisors. This helps to confirm whether the information collected is factually correct and complete. Also helps to gain employee acceptance.
Step 6: Develop a job description and job specification
These are the two tangible products of job analysis. These can be in separate documents or in the same.
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Fifth, if possible observe and question respondents early enough in the job analysis process to catch any problems while there is still time to correct the job analysis procedure youre using.
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Interview Formats
Structured (Checklist) Unstructured
the job
Advantages
Quick, direct way to find
overlooked information
Disadvantages
Distorted information
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Advantages
Quick and efficient way to
Questionnaire Formats
Structured checklists Open-ended questions
Disadvantages
Expense and time
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Advantages
Provides first-hand
information
Reduces distortion of
information
Disadvantages
Time consuming Difficulty in capturing
Advantages
Produces a more complete
chronological diary/ log of what they do and the time spent on each activity
Disadvantages
Distortion of information Depends upon employees
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element that may or may not play an important role in the job.
The PAQ provides a quantitative score or profile of any job in
2 Analyzing
2 Instructing
2 Operating/controlling
6 Comparing
6 Speaking/signaling
7 Serving
6 Feeding/offbearing
7 Handling
8 Taking instructions/helping Note: Determine employees job score on data, people, and things by observing his or her job and determining, for each of the three categories, which of the basic functions illustrates the persons job. 0 is high; 6, 8, and 7 are lows in each column.
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does, how he/she does it, and what the jobs working conditions are. We use this information to write a job specification; which lists the knowledge, abilities and skills required to perform the job satisfactorily. There is no standard format to write a JD, however most descriptions contain sections that cover:
Job Identification Job Specifications Job Summary
Working Conditions
Standards of Performance
Job summary
Describes the general nature of the job
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directly supervises
Works with: others with whom the job holder will
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achieve under each of the job descriptions main duties Standards must be specific Examples:
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questions, what human traits and experience are required to do this job well?, it shows what kind of person to recruit and for what qualities that person should be tested. The JS can be a part of the JD or a separate document entirely. Most often the employer presents is as part of the JD.
What traits and experience are required to do this job well?
straight forward.
In cases like these, the JS might focus mostly on
traits like length of previous service, quality of relevant training, and previous job performance.
However it more complex to prepare the JS when
filling jobs with untrained people. Here quality such as physical traits, personality, interests or sensory skills need to be specified.
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between a predictor or human trait and an indicator or criterion of job effectiveness. Five-step procedure:
related activities carried out for pay. But over the years the concept of job has actually changed quite dramatically. Jobs now tend to be much more varied and very loosely defined than before. E.g. pg153.
Job Enlargement
Job Rotation
Job Enrichment
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Dejobbing
Broadening the
technological change Global competition Deregulation, Political instability, Demographic changes Rise of a service economy
observable, behavioral competencies (knowledge, skills, and/or behaviors) an employee must exhibit to do a job well.
job descriptions (with their lists of specific duties) may actually backfire if a highperformance work system is the goal. encourages employees to work in a selfmotivated manner.
HPWS
Figure 4.9 Encouraging Employees to Work in a Self-Motivated Way 2009 Pearson Education South Asia. All rights reserved.
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the job in terms of the skills, knowledge, and competencies the worker needs is more strategic.
Measure performance Measurable skills, knowledge, and competencies are the heart of any companys performance management process.
Note: The light blue boxes indicate the minimum level of skill required for the job.