Beruflich Dokumente
Kultur Dokumente
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Job Analysis Defined
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Historical Perspective
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Historical Perspective
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Organizations in the New Millennium
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Foundation of all HR practices
HR Planning
Legal
Staffing
Compliance
Employee
JOB ANALYSIS Training
Relations
Performance
Rewards
Management
Safety
&
Health
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Foundational
• HR planning: • Training:
> Work design. > Training needs for new
> Skills required. employees.
• Staffing: > Training program content.
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Foundational
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Information Collected
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Information Collected
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Information Collected
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Job Requirements Matrix
Tasks KSAs
See Exhibit 4.3 on page 151 of Heneman and Judge, Staffing Organizations, 2009.
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Data Sources
• Job incumbent
• Supervisor or manager
• Former jobholders
• Job analyst
• Subject matter experts (SMEs)
• Industry resources
• Professional organizations like SHRM
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Dictionary of Occupational Titles
http://online.onetcenter.org
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O*Net Homepage
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End of Session I
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Learning Objectives for Session II
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Data Collection Methods
• Observation
• Work sample
• Work diary
• Interview
• Questionnaire
• Perform the job
• Background records
• Multiple methods
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Observation
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Work Sample
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Work Diary
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Interview
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Questionnaire
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Perform the Job
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Background Records
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Multiple Methods
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Job Analysis Activity I
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End of Session II
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Learning Objectives for Session III
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Outcomes of Job Analysis
• Job description:
> Systematic, detailed summary of job tasks, duties and
responsibilities.
> Assures that employees and managers are on the
same page regarding who does what.
• Job specification:
> Detailed summary of qualifications needed to perform
required job tasks.
• Performance standards:
> Establishes the level of satisfactory performance.
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Job Description
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Job Specification
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Essential Job Functions
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Job Analysis Activity II
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Behavioral Aspects
• Employee fears:
> Paranoia.
> Self-protection.
• Inflating titles and jobs.
• Limiting managerial flexibility:
> “It’s not in my job description.”
• Incumbent emphasis.
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Maintenance
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