...Table of Content Page No. Introduction 2 Job Analysis 2 Nature of Job Analysis 2 Components of Job Analysis 4 Uses of Job Analysis 4-5 Steps in Job Analysis 6-7 Methods of collecting information 7-11 o Interview o Questionnaire o Observation o Participant diary/logs o Quantitative Job Analysis Technique Conclusion 11 Introduction A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list of physical requirements of each discrete task of a job, and combining the lists into a job analysis database for determining whether a worker can perform a job. Job Analysis Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position. Nature of Job Analysis: Organisations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities...
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...Milkovich−Newman: Compensation, Eighth Edition I. Internal Alignment: Determining the Structure 4. Job Analysis © The McGraw−Hill Companies, 2004 Chapter Four Job Analysis Chapter Outline Structures Based on Jobs, People, or Both Job-Based Approach: Most Common Why Perform Job Analysis? Job Analysis Procedures What Information Should Be Collected? Job Data: Identification Job Data: Content Employee Data “Essential Elements” and the Americans with Disabilities Act Level of Analysis How Can the Information Be Collected? Conventional Methods Quantitative Methods Who Collects the Information? Who Provides the Information? What about Discrepancies? Job Descriptions Summarize the Data Describing Managerial/Professional Jobs Verify the Description Job Analysis: Bedrock or Bureaucracy? Judging Job Analysis Reliability Validity Acceptability Usefulness A Judgment Call Your Turn: The Customer-Service Agent Three people sit in front of their keyboards scanning their monitors. One is a sales representative in Ohio, checking the progress of an order for four dozen picture cell phones from a retailer in Texas, who just placed the four dozen into his shopping cart on the company’s website. A second is an engineer logging in to the project design software for the next generation of these picture cell phones. Colleagues in China working on the same project last night (day in China) sent some suggestions for changes in the new design; the...
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...resources, job analysis plays an important role of it. It provides information regarding positions in the organisation. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, ‘Job analysis is the systematic study of positions to identify their observable duties and responsibilities, as well as the knowledge, skills and abilities required to perform a particular task or group of tasks’ ( Kovac,2006, p.1). Methods of conducting job analysis There are many different methods/ways to conduct a job analysis. It is dependent on organizational needs and what resources are available. Questionnaires, observations and interviews are very common methods. Although individual methods are used exclusively, several can be used in combination. In fact, it is recommended that utilizing more than one method is more sensible (How, 1998), (Dessler, 2005). Reasons for job analysis Job analysis can be used in determining training needs by identifying training content, the assessment tests which need to be used to measure the effectiveness of training, the equipment to be used in the training process, and the methods of training. Job Analysis can also be used in compensation to identify the skill levels, the compensable job factors, the work environment, the responsibilities, and the required level of education and salary level. In selection procedures, job analysis can be used to identify job duties that...
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...Job Analysis Berline Jean Baptiste PSY/435 July 22, 2013 Linda Seiford Job Analysis The reason for a job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform on the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. Because jobs continue to change, therefore a job analyst should watch for any changes so that things are kept up to date. However, the job analyst should be familiar with the job a well as the position. “The job analysis will lead directly to development of numerous other significant workers (tools): job requirements, job assessment as well as job performance criteria” (Spector, 2008). Today families are shattered, language barriers are high, violence is a standard, and their education does not get to high priority. Counselors typically deal with these types of students who have tangible needs, emotional troubles, and behavioral issues. Furthermore, counselors have an ear for listening; shoulders to cry on and a firm facilitator for regulations are what a school counselor should use. Before becoming...
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...Running head: Job Analysis paper Anne Solomon Industrial/Organizational Psychology/PSY435 Professor Rockel Etienne May 2, 2011 Job Analysis paper The purpose of job analysis is the studying and evaluating what a job entails; describing precisely the skills needed and the qualifications to fulfill the job position accurately. Job analysis is when most personnel functions because the methods of any job need to be precise. For example, in a job position the duties of that position should be clearly stated. Therefore, the job analyst would need to observe a person in the current position. This can be helpful as well in determining what skills and requirements are necessary to perform that job most efficiently. Also jobs are continually changing as time goes on so job analysis needs to take note of any changes periodically so that the current job duties and requirements are kept up-to-date. This means that the person doing the analysis should also be very familiar with that job and position. “A job analysis leads directly to the development of several other important personnel [tools]; a job specification, a job evaluation, and performance criteria” (Riggio, 2008, p. 57). The job of paraeducator is an important one. The job of paraeducator consists of assisting full-inclusion (FI) students. Full-inclusion students are students that have special needs that are mainstreamed into a regular classroom among peers that do not have special needs. The class...
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...different options available for job analysis, I found a listing of the different types on HumanResources.Hrvinet.com website. The list includes direct observation, work methods analysis, critical incident technique, interview method, position analysis questionnaire, functional job analysis, work profiling system, MOSAIC model, common metric questionnaire, Fleishman job analysis systems, task inventory, job element method, diary method, checklist and rating scales, competency profiling, examining manual/reference materials, technical conference and threshold traits analysis system. Of these different options, I would choose to use a combination of the direct observation and the functional job analysis. “Direct observation enables the trained job analyst to obtain first-hand knowledge and information about the job being analyzed.” (Job-analysis.net) This method is best suited for jobs that have the following work behaviors: involve some degree of movement; that have task that are short in duration; and in which the observer can learn information about the job through observation. The biggest advantage of observation is that the analyst is able to get first-hand knowledge about the job, unlike with other methods such as interview or questionnaire in which these only allow the analyst to indirectly obtain the knowledge. Also, with observation you are able to see and experience the work environment, tools and equipment used, and the complexity of the job. Of course the disadvantage...
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...Solutions Architect Job Analysis Ricardo Fernandes Albertus Magnus BE 323M Solutions Architect Job Analysis For a company the size of Verizon, one of the largest network companies in the world, the responsibilities of the human resources department are extensive and ever changing. In order to meet shifting business needs, new business segments, divisions and jobs are under constant review. One of the main tools in determining varying tasks that make up a job and the skills, knowledge, abilities and responsibilities for one to be successful at performing said job is to conduct a job analysis. In the case of Verizon, human resources used the job analysis tools to create a new business segment necessary to drive business growth in the area of wireless data products and services. By conducting a job analysis, the human resources team was able to create job descriptions, and job specifications for the varying positions that make up the data sales teams that exist throughout the country today. In order to understand and appreciate the process used by Human Resources it makes sense to conduct a job analysis, review varying methods that can be used in conducting a job analysis and capture a summary of the results; which will eventually be used in carrying out a variety of human resource undertakings. In general, a job analysis helps identify the basic functions and responsibilities of a particular job within an organization. It uncovers the knowledge, skill, and ability...
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... | | | | | | | |Job |4 | | |Analysis | | | |Lecture Outline | | | |Strategic Overview |In Brief: In this chapter, Dessler explains the uses of | | |The Nature of Job Analysis |job analysis information and carefully describes the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally, he discusses the trends of enlarging | | |The Interview |and...
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...Individual Assignment: Job analysis M Pxxxx Student Number: XXXXXXX Employment ORGB 424 CHERIF ATALLAH Individual Assignment: Job analysis M Pxxx Student Number: Employment ORGB 424 CHERIF ATALLAH 08 Fall 08 Fall Contents: 1. Introduction……………………………………………………………. 3 2. Job Analysis………………………………………………………………4 3. Inventory of job duties and tasks………………………………..7 4. Analyzing the knowledge, skills and abilities.……………..11 5. Critical tasks……………………………………………………………..17 6. Selection plan……………………………………………………………19 7. Internal and external recruitment..…………………………….21 8. Critical dimensions #1……………………………………………….23 9. Critical dimensions #2……………………………………………….25 10.Conclusion………………………………………………………………...28 11. Appendix #1……………………………………………………………..29 12. References……………………………………………………………......30 Introduction The principle use of this assignment is to correlate the theories behind the staffing model and techniques. Before deciding the job requirements and specifications for hire, a manager must determine what are the tasks and duties necessary to accomplish the job efficiently. A job analysis must be done periodically due the introduction of new technologies; tasks will change and need to be adapted. Job Analysis There are three (3) key points that have to be taken into consideration when performing a job analysis. (Milkovich, Newman & al 156) 1. There is no signal method to proceed with the analysis but a range of technique...
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...Methods of Collecting Job Analysis Data A variety of methods are used to collect information about jobs. None of them, however, is perfect. In actual practice, therefore, a combination of several methods is used for obtaining job analysis data. These are discussed below. Job performance In this method the job analyst actually performs the job in question. The analyst, thus, receives first hand experience of contextual factors on the job including physical hazards, social demands, emotional pressures and mental requirements. This method is useful for jobs that can be easily learned. It is not suitable for jobs that are hazardous (e.g., fire fighters) or for jobs that require extensive training (e.g., doctors, pharmacists). Personal observation The analyst observes the worker(s) doing the job. The tasks performed, the pace at which activities are done, the working conditions, etc., are observed during a complete work cycle. During observation, certain precautions should be taken The analyst must observe average workers during average conditions. The analyst should observe without getting directly involved in the job. The analyst must make note of the specific job needs and not the behaviors specific to particular workers. The analyst must make sure that he obtains a proper sample for generalization. This method allows for a deep understanding of job duties. It is appropriate for manual, short period job activities. On the negative side, the methods fail to take note of the mental...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...beneficial to their mental wellbeing. Purpose of this report is to is to ensure that the job description for the role of domestic assistant in Health Care Group, is in line with service delivery and the Care Quality Commissions Essential Standards of Quality and safety under the Health and Social Care Act 2008, as well as updating health and safety policies and procedures. For this reason we are going to conduct the process of job analysis. This report will apply to all Domestic Assistants across Healthcare home and hospital settings. 2- Findings Job analyzing is a process for collecting information about work performed and environment it takes place in, what is the purpose of the job. It identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. From many methods of conducting job analysis, for this process Ive chosen examining documents (incl. job description, person spec, any other job related records), Interviewing job holder, and interviewing line manager. Each one of those methods has got its advantages and disadvantages. While examining documents like job description, gives you precise information about responsibilities of job holder, it doesn’t tell you how work is carried out, and there may be some responsibilities that are not included in job description. That is why I have chosen next method, which is interviewing the job holder. Mental health environment can change on a daily basis, so it is important that our...
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...Chapter 04 Job Analysis and Rewards Answer Key Changing Nature of Jobs True / False Questions 1. In most modern organizations, jobs are largely well established and change little over time. FALSE 2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. TRUE 3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations. FALSE 7. Advances in technology are one of the major reasons for changes in jobs. TRUE 8. A job family is a grouping of positions that are similar in their tasks and task dimensions. FALSE 9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. TRUE 10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that...
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...Title: Contributing to the Process of Job Analysis Unit Code: 3CJA Coursework Component: Written Date of Submission: 27/02/2016 JOB ANALYSIS Job is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis provides the information such as knowledge, skills and abilities (KSAs) required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and personal competencies required to perform to a job in a desired manner. An important concept in a job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as recruitment and selection, deciding compensation and benefits packages, assignment of duties, performance appraisal and analyzing training and development needs. On top of that, it assists in assessing the worth of a job and increasing personnel as well as organizational...
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...What is a job analysis? A job analysis figures out what a person does in there line of work. It unveils the Knowledge, Skills and Abilities required to perform their job successfully. Job analysis gives purpose and outcome to the job. It defines the job role in relation to other jobs in the organization. Through job analysis you obtain all necessary job data in the organization. Job analysis is a process of job data collection through one or multiple methods. One method is continuous observation which is done over a given period of time. A trained analyst observes a worker and records what the worker is doing, how they do it and how long it takes. There is also work sampling which is a form of observation. This constitutes of observing randomly over a short period of time. Work sampling is appropriate for more routine and repetitive jobs like an assembly line. Keeping an employee diary is another form of observation. This is when a worker observes their own performance by logging their job duties, how frequent they are performed and how long each duty takes. This method yields a lot of useful information but employees don’t normally like it because they feel it takes time away from their actual job duties. For jobs that are more difficult to define there is the interview method. Interviews can be done individually or in a group usually using a standardized interview form to record the information gathered. Interview methods can be somewhat time consuming but if...
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