4 Job Analysis - “Standardized” Questionnaires...

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1/29/2010 1 What is Job Analysis? Process of collecting and summarizing information about jobs Basis for almost all HR activities Usually based on Job and not Position
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1/29/2010 2 Job Description Parts Summary – 3 or 4 sentences Tasks and Duties Written in action forms (e.g., Types papers for class.) Should be important for job (5% of time) May give an importance rating on JD Don’t include jargon Knowledge, Skills, Abilities, and Other (KSAOs) Should be linked directly to tasks Work Environment
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1/29/2010 3 Definitions Position: Individual person’s job Job: Collection of positions with similar tasks Job Family: Group of jobs with similar tasks
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1/29/2010 4 Who does Job Analysis? Job Analyst Input from many inside and possibly outside firm Final review done by line management
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1/29/2010 5 Information Sources Incumbents Supervisors Older Job Descriptions Subject Matter Experts Published Sources
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1/29/2010 6 Collection Techniques “Narrative” Questionnaires
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Unformatted text preview: “Standardized” Questionnaires Interview Diary Observation 1/29/2010 7 Job Characteristics Model (Hackman & Oldham) Skill variety Task Identity Task Significance Autonomy Feedback 1/29/2010 8 Job/Work Design - Mechanistic Frederick Taylor Make jobs very narrow Limits information intake 1/29/2010 9 Job/Work Design - Enlargement Job Rotation or Extension Doesn’t necessarily add to skill level May still be repetitious 1/29/2010 10 Job/Work Design - Enrichment Cross training into several jobs Increases autonomy 1/29/2010 11 Fixed vs. Flexibilty Legally, job descriptions should be: • Complete • Stable • Accurate Realistically, job descriptions may be: • Restricting • Out of date 1/29/2010 12 Trends More flexibility about when and where work is done • Flextime • Job Sharing • Telework...
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This note was uploaded on 03/11/2010 for the course MGTS 3801 taught by Professor Davidson during the Spring '08 term at University of Minnesota Duluth.

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4 Job Analysis - “Standardized” Questionnaires...

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