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- 1. 4 Ways to Create an Internal Structure Business and Work- Related Internal Structure Person-based Job-based Skill Competencies (Chapter 6) (Chapter 6) PURPOSE Collect, summarize Job analysis (Chapter 4) work information Job descriptions Determine what to Job evaluation: value classes or (Chapter 5) compensable factors Assess value Factor degrees and (Chapter 5) weighting Translate into Job-based structure (Chapter 5) structure .
- 2. 4 Job analysis is the systematic process of collecting information about the nature of specific jobs. .
- 3. 4 One Means of Determining the Internal Job Structure Job analysis Job descriptions Job evaluation Job structure Collecting Summary reports that Comparison of An ordering of jobs information about identify, define, and jobs within an based on their the nature of describe the job as it organization content or relative specific jobs is actually performed value Some Major Issues in Job Analysis Why collect information? What information is needed? How to collect the information? Who should be involved? How useful are the results? .
- 4. 4 Job Analysis Job analysis provides the basic foundation for the job description, job evaluation & salary structure Job analysis involves the identification and description of what is happening on the job Job analysis identifies: required tasks knowledge and skills working conditions .
- 5. 4 Job Analysis Terminology JOB FAMILY Grouping of related jobs with broadly similar content, e.g. marketing, engineering, office support, technical. JOB Group of tasks performed by one person that make up the total work assignment of that person, e.g. customer support representative. TASK Smallest unit of analysis, a specific statement of what a person does; for example, answers the telephone. Similar tasks can be grouped into a task dimension, e.g. responsible for ensuring that accurate information is provided to customer. .
- 6. 4 General Procedures for Gathering Data for Conventional Job Analysis 1. Develop preliminary job information 2. Conduct initial tour of work site 3. Conduct interviews 4. Conduct second tour of work site 5. Consolidate job information 6. Verify job description 7. Never tell salary range before description agreement has been reached .
- 7. 4 Data to be Collected for Job Analysis Data Related to Job Job Identification Job Content ADA - Essential Functions Data Related to Employee Employee Characteristics Internal Relationships External Relationships .
- 8. 4 Job Analysis: How Can the Information be Collected? Conventional Methods (questionnaire and interviews) Quantitative Methods (on-line questionnaire) .
- 9. 4 Who is Involved in Job Analysis? Who Collects the Information? Who Provides the Information? How to Resolve Discrepancies .
- 10. 4- Writing Job Descriptions A job description is a written record (summary)of the duties and responsibilities of a specific job compiled through job analysis It consists of statements which identify and describe the scope and contents of a job but it is NOT a task list rather, it provides an outline of the essential functions and major duties of a job .
- 11. 4- Job Descriptions Contents Job Title Job Description 1. Job Title. 2. Job Identification. Job 3. Essential Functions. Identification 1. XXX 2. XXX 3. XXX 4. XXX 4. Job Specifications. Essential 1. XXX 2. XXX 3. XXX Functions 4. XXX Job Specifications .
- 12. 4- When Should a Job Description be Reviewed? As part of periodic performance review When assigning a new incumbent to the job When major changes are made in the product or outputs provided by a work unit or individual With the introduction of new equipment, methods, or procedures to the workplace With the reorganization of the work unit With the implementation of a new pay system When a new major work activity is added to the job .
- 13. 4- Judging Job Analysis Reliability Validity Acceptability Practicality .