SHRM3 - JOB ANALYSIS Obtaining Detailed Information about...

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JOB ANALYSIS Obtaining Detailed Information about Jobs
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STRATEGIC DECISIONS Deciding to conduct job analysis Deciding the extent of employee participation in job analysis process Determining level of detail about jobs Deciding to use traditional or future-oriented job analysis
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Job Analysis Performance Appraisal Selection Training and Development Job Evaluation Career Planning Work Redesign HR Planning Recruitment The Importance of Job Analysis to HR Managers
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The Importance of Job Analysis to Line Managers The Importance of Job Analysis to Line Managers Job Analysis Information Understand work-flow Understand work-flow Make correct Make correct hiring decisions hiring decisions Make correct Make correct hiring decisions hiring decisions Evaluate performance Evaluate performance
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Inputs - material - information Equipment - facilities - systems People - knowlwdge - skills - abilities ACTIVITY what tasks are required ? OUTPUT - product/service - how measured? Work Analysis
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TYPES OF INFORMATION TO BE COLLECTED Work Activities description of work activities performed what is accomplished how, why, and when a worker performs activity processes and procedures used personal accountability/responsibility
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INFORMATION COLLECTED, CONT Worker-oriented Activities human behaviors (decision making, communicating) elemental motions (time and motion studies) personal job demands Machines, Tools, Equipment and Work Aids Used
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INFORMATION COLLECTED, CONT. Work Performance work measurement work standards error analysis Job Context physical working conditions work schedule social context
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INFORMATION COLLECTED Personal Requirements Knowledge, skills and abilities (KSA’s) Education, training, or work experience required Personal attributes (physical characteristics, personality, interests required)
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STEPS IN CONDUCTING JOB ANALYSIS Determine the purpose for conducting a job analysis - should be tied to the overall strategy of the firm Identify the jobs to be analyzed Explain the process to employees and determine their level of involvement
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JOB ANALYSIS STEPS Determine the data collection method and collect job analysis information Process the job analysis information Review and update frequently
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Five Common Methods of Job Analysis Job performance Observation (of the what, why, and how of the various parts of the job) Interview Critical incidents Brief reports that illustrate particularly effective or ineffective worker behavior Structured questionnaires Workers rate each task or behavior in terms of whether or not it is performed, and, if it is, they rate characteristics such as frequency, importance, level of difficulty, and relationship to overall performance
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O*Net & Its Four Broad Design Principles O*Net is a national occupational information system that provides comprehensive descriptions of the attributes of workers and jobs
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This note was uploaded on 02/26/2012 for the course MGMT 3616 taught by Professor Martin during the Winter '12 term at CSU East Bay.

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SHRM3 - JOB ANALYSIS Obtaining Detailed Information about...

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