Job Analysis
Autor: Sara17 • November 6, 2017 • 782 Words (4 Pages) • 630 Views
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- Performance Appraisal
- Comparing what an employee is supposed to be doing with what the person actually has done, thus, determines employee’s performance level.
- Safety and Health
- Identifying possible job hazards and working conditions associated with jobs.
- Union Relations
- Determining whether the jobs should be covered by union agreements.
- What tasks are covered and not covered in a job.
- Reasonable Accommodations
- Job Analysis and Wage/Hour Regulations
MANAGERIAL JOB ANALYSIS
- Managerial jobs are considered to be more complicated than jobs with observable routines and procedures. So some specialized methods were developed for their analysis.
Management Position Description Questionnaire (MPDQ)
- Examines a variety of managerial dimensions, including decision making and supervising
- Composed of a listing of over 200 statements.
COMPUTERIZED JOB ANALYSIS
As computer technology has expanded, researchers have developed computerized job analysis systems.
STEPS IN ADMINISTERING COMPUTERIZED JOB ANALYSIS
Step 1: Analysts compose task statements that relate to all jobs and are then distributed as questionnaires.
Step 2: All responses are fed into computer-based scoring and reporting services that are capable of recording, analyzing, and reporting thousands of information about any job.
- Specific data can be gathered through a computerized job analysis which is compiled into a job analysis database
- These systems have banks of job duty statements that relate to each of the task and scope statements of the questionnaires.
- Computerized Job Analysis allows firms to develop more accurate and comprehensive job descriptions, linked to compensation programs, performance appraisal systems and legal defensibility.
The process of job analysis must be conducted in logical manner, following appropriate management and professional psychometric practices. That is why there are stages to follow in a typical job analysis.
STAGES of JOB ANALYSIS
- Planning the Job Analysis
- Identify objectives of job analysis.
- Obtain top management support.
- Preparing and Communicating the Job Analysis
- Identify jobs and methodology.
- Review existing job documentation.
- Communicate process to managers and employees.
- Conducting the Job Analysis
- Gather job analysis data
- Review and compile data
- Developing Job Descriptions and Job Specifications
- Draft job descriptions and specifications
- Review drafts with managers and employees
- Identify recommendations
- Finalize Job descriptions and Recommendations
- Maintaining and Updating Job Descriptions and Job Specifications
- Update job descriptions and specifications as organization changes.
- Periodically review all jobs.
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