...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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...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. This paper will be discussing the job analysis for the challenging career of a behavior interventionist/teacher aide. This paper will also evaluate the reliability and validity of being a behavior interventionist. We will also be evaluating different performance appraisal methods that might be applied to being a behavior interventionist. Also, this paper will explain the various different benefits and vulnerabilities of each performance appraisal method talked about previously. In any job position, the duties of that position should be clearly stated. Therefore, after this information gets handed over to the employee, the job consultant would then need to observe a person in the current position. This evaluation helps determine the requirements and skills needed to perform the job better. Also in consideration with the fact that jobs are continuously changing as time passes job analysts must take note of any drastic changes to keep up with the requirements and actualized job duties. It means that the person in charge of doing the analysis should also be very familiar with that job and the position duties. The job of a behavior interventionist is very important in the education field...
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...This chapter focuses on methods that focus on attributes or characteristics that people need to be able to complete their jobs successfully. This kind of information is used to hire qualified people. b. Worker-oriented methods are the most ‘psychological’ of the methods of job analysis. 2. Job Element Method c. This method blurs the distinction between what gets done and what abilities are required to do the job. This method breaks the job down into pieces called elements and are described in terms that job incumbents can easily understand. d. JEM focuses on work-behaviors and the results of this behavior rather than more abstract characteristics. e. An element in JEM is a combination of behaviors and associated evidences. f. Contents of Elements i. Contents cover a broad range of behaviors, including cognitive, psychomotor, and work habits. ii. One of the advantages of JEM over more narrow analytic approaches to job analysis is the use of work habits as elements. g. Steps in the JEM iii. Gathering Information for JEM 1. Usually conducted by a professional analyst and a team of six subject matter experts, who are usually incumbents and supervisors. 2. During the first session, SMEs brainstorm and rate a list of elements that the analyst compiles. A list of job elements and ratings of each will be created. The results of the first session will be put to some particular purpose,...
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...CHAPTER 5 HUMAN RESOURCE PLANNING AND JOB ANALYSIS CHAPTER OVERVIEW The chapters begins by describing the intensive succession-plan for the new CEO at Quest Diagnostics. The process of human resource planning, and its connection to overall strategic organizational planning is described. Next, key notions are that a firm must know its mission and goals, and its strengths, weaknesses, opportunities, and threats (SWOT). Then human resources must describe jobs that will perform tasks necessary to meet the goals. Factors to consider, such as the skills of current employees, available tools, and management information systems, are presented in the discussion on how labor supply and demand are matched. Job analysis, which is used to determine the knowledge, skills and abilities required for each job, is described, and the importance of job analysis for almost all HRM activities is emphasized. Finally, current issues in human resource planning, which today must deal with downsizing and rightsizing, are presented. Additional Features of this Chapter Exhibit 5-2 is s sample replacement chart. Examples from various job analysis techniques are provided and Exhibit 5-4 outlines the steps in a job analysis. Exhibit 5-9 gives a sample job description for a benefits manager. “Ethical Issues in HRM” discusses various competitive intelligence activities and the difference between ethical vs. legal. ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS Environmental Scanning:...
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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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...Short Case Study # 1 - Madness Moosehead University Question As the consulting job analyst to Moosehead University, prepare an intake evaluation report that contains your recommended steps and sequencing of activities to conduct this work analysis. List the various stakeholders you will consult, indicate specific methods and techniques you will employ in successfully completing this contractual assignment. Objective The purpose of this evaluation report is to implement performance indicators for faculty members and professors, and to elaborate a document or guide to help the Moosehead University update their employee’s jobs descriptions and specifications. Also, this job analysis will enable HR personnel to effectively manage a variety of activities such as career progression, training, development, promotion, compensation, enhancing job performance, quality of teaching, accountability and other management related organizational requirements. In order to elaborate an in dept evaluation, there will be a variety of steps and activities to conduct this work analysis: 1. Review the current descriptions and specifications for each job, in this case, the Senate document that has three areas of duties: ➢ Teaching ➢ Research and Scholarly activities ➢ Service 2. Interview faculty members, professors other individuals who are in the job under evaluation (Dr. Hamish Haberdashery (VP Academic), Dr. Carla Climber (President)...
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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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...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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...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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...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 |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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...CHAPTER 6 JOB ANALYSIS AND DESIGN CHAPTER Overview JOB ANALYSIS AND DESIGN IS OFTEN REFERRED TO AS THE CORNERSTONE OF HRM, AND IT HAS BECOME INCREASINGLY IMPORTANT FOR LEGAL QUESTIONS RELATED TO PROMOTION AND DISCRIMINATION. This chapter clarifies the contributions made by job analysis to an organization’s HRM program and specific activities. Furthermore, the careful planning needed and the various techniques of a job analysis program are highlighted. Finally, the importance of job analysis in the design is discussed. CHAPTER LEARNING OBJECTIVES AFTER READING THIS CHAPTER, STUDENTS SHOULD BE ABLE TO… 1. Define the terms job analysis, job description, and job specification. 2. Illustrate the uses that job analysis information can have in an organization’s HRM. 3. Describe four methods used to collect job analysis information. 4. Interpret job codes and information found in the Dictionary of Occupational Titles. 5. List the five core job dimensions used in job enrichment programs. 6. Compare the strengths and weaknesses of the mechanistic and motivational approaches to job design. 7. Describe the ways that job descriptions are changing as the nature of jobs changes. KEY TERMS |AUTONOMY |THE DEGREE TO WHICH THE JOB PROVIDES SUBSTANTIAL FREEDOM, INDEPENDENCE, AND DISCRETION| | |TO THE INDIVIDUAL IN SCHEDULING THE...
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...Job analysis is the important process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. Essentially, job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job.[2]The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis.[3] Job analysis is crucial for first, helping individuals...
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...Table of Contents Executive Summary 5 1. Job Analysis 6 1.1 Definition of the key ingredient/activity 6 1.2 Rationale of its importance 6 1.3 Potential impact on organizational outcomes 7 1.4 Organizational symptoms that suggest that the function is not being performed correctly 7 1.5 Key descriptive models 8 Figure 1.1 – Decisions in Designing Job Analysis 9 1.6 Key steps in executing the prescribed models, processes or techniques 9 Figure 1.2 – Start of a Job Analysis 11 1.7 Issues that could prevent this function from being successfully executed 11 1.8 Critical success factors/activities that must be completed in order to successfully execute this function 12 Sample of a Job Analysis 12 2. Job Evaluation 15 2.1 Definition of the key ingredient/activity 15 Figure 2.1 – Job Evaluation 15 2.2 Rationale of its importance 15 2.3 Potential impact on organizational outcomes 16 2.4 Organizational symptoms that suggest that the function is not being performed correctly 17 2.5 Key descriptive models 18 Figure 2.2 - Ways to create an internal person based structure. 20 2.8 Key steps in executing the prescribed models, processes or techniques 20 Figure 2.3 - Job evaluation’s role in determining the internal structure 21 2.7 Issues that could prevent this function from being successfully executed 21 2.8 Critical success factors/activities that must be completed in order to successfully execute this function 21 Sample of a Job Evaluation 22 3. Designing Pay Levels...
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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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