The Basic of Job Analysis

• Job specifications - A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis.
• Job analysis - The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
• Job descriptions - A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.
• Vital information via the job analysis:

  • Work activities
  • Human behaviors
  • Machines, tools, equipment, and work aids
  • Performance standards
  • Job context
  • Human requirements
• Uses of Job Analysis Information

  • Recruitment and Selection
  • EEO Compliance
  • Performance Appraisal
  • Compensation
  • Training
• There are six steps in doing a job analysis of a job, as follows.

  Step 1: Decide How You Will Use the Information

  Step 2: Review Relevant Background Information About the Job, Such as Organization Charts and Process Charts

  Step 3: Select Representative Positions

  Step 4: Actually Analyze the Job - “calling on potential clients”

  Step 5: Verify the Job Analysis Information with the Worker Performing the Job and with His or Her Immediate Supervisor

  Step 6: Develop a Job Description and Job Specification
• A Process Chart provides a detailed picture of the workflow.
• Workflow Analysis - is a detailed study of the flow of work from job to job in one identifiable work process
• Business process reengineering - means redesigning business processes, usually by combining steps, so that small multifunction teams, often using information technology.
• • The basic reengineering approach is to:

  1. Identify a business process to be redesigned
  2. Measure the performance of the existing processes
  3. Identify opportunities to improve these processes
  4. Redesign and implement a new way of doing the work
  5. Assign ownership of sets of formerly separate tasks to an individual or a team who use new computerized systems to support the new arrangement
• • Job Redesign
  • Job enlargement - means assigning workers additional same-level activities.
  • Job rotation - means systematically moving workers from one job to another
  • Job enrichment - means redesigning jobs in a way that increases the motivation of an employee. (experience feelings of responsibility, achievement, growth, and recognition)