Chap_4_Job Analysis by ireen akhter IBA.ppt

Job analysis by prof ireen akter, from Gary dressler

1. 4
Gary Dessler
Human Resource Management, 16th Edition
Chapter Four
Job Analysis
and
Talent Management
Process
Prepared by Prof. Dr. Ireen Akhter

2. Learning Objectives
Prepared by Prof. Dr. Ireen Akhter
When you finish studying this chapter, you should be able to:
4-1 Define talent management, and explain what talent
management-oriented managers do.
4-2 Discuss the process of job analysis, including why it is
important.
4-3 Explain and use at least three methods of collecting job
analysis information.
4-4 Explain how you would write a job description, and what
sources you would use.
4-5 Explain how to write a job specification.
4-6 Give examples of competency-based job analysis.

3. The Basics of Job Analysis
Prepared by Prof. Dr. Ireen Akhter
•Job analysis is the process through which organizations
determine the duties and responsibilities of a position
and the characteristics of the person of that position.
•Job description and Job specification
•For Job analysis, the HR Specialist generally collects
information like-
•Work activities
•Machine, tools, equipment, and work aids
•Job context –physical working conditions
•Human requirements- knowledge/skills, personal
attributes (personality, interests) and Human behavior
•Performance standards
•Job context
•Human requirements

4. Job Analysis Process
Prepared by Prof. Dr. Ireen Akhter

5. Job Analysis Process
Prepared by Prof. Dr. Ireen Akhter

6. Job Analysis Process
Prepared by Prof. Dr. Ireen Akhter
•Step-3: Select representative positions
•Step-4: Actually analyze the job
•Step-5: Verify the job analysis information with the worker
performing the job and his/her immediate supervisor
•Step-6: develop a job description and job specification

7. Methods for Collecting Job Analysis Information
Prepared by Prof. Dr. Ireen Akhter
1.The Interview (Structured vs. unstructured) -
•What could be probable questions?
•When you come to office? And leave the office?
•Whom to report?
•Do you work in a team or as individually?
•What activities you do?
•Which tools do you use or operate?
•Do you need to go out?
•Do you need to communicate with the client
directly?
•How many days you get as weekly holidays?
•What types of leave you get? And how many days?

8. Methods for Collecting Job Analysis Information
Prepared by Prof. Dr. Ireen Akhter
2.Observation- collect data by watching behavior, events,
or physical characteristics in their natural setting.
Observations can be overt (everyone knows they are being
observed) or covert (no one knows they are being observed
and the observer is concealed).
•Example: Young children behavior for employing a
nurse in child care.
3.Participant diary /logs- Employers may request a
written account of daily work for a certain period of time.
This allows an employee to give a clear description of the
regular duties and the timeframe required for each task.
4.Online job analysis method -

9. Job Analysis Description
Prepared by Prof. Dr. Ireen Akhter
There is no standard format for writing a job description.
However, most descriptions contain following sections:
1.Job identification
2.Job summary
3.Duties and Responsibilities
4.Authority of incumbent
5.Standards of performance
6.Working conditions
7.Job specifications
1.Job Identification
JOB TITLE: JOB CODE:
RECOMEMDED SALARY GROUP: EXEMPT/ NON-EXEMPT STATUS:
JOB FAMILY: REPORTS TO:
DIVISION: LOCATION:
DEPARTMENT: DATE:

10. Job Analysis Description
Prepared by Prof. Dr. Ireen Akhter
2.Job summary: main responsibilities, report to whom,
knowledge needed to do that job, etc…
3.Duties and Responsibilities
•List of each job’s major duties including goals.
•Managers may use: Standard Occupational
Classification (SOC), and BSOC.
•SOC use 6-digit classification level--- 23 major
groups of occupations---96 minor group of jobs---
821 detailed occupations
•BSOC use 6-digit classification level---
•10 major groups and 43 sub-major groups
•137 minor groups and 464 sub minor groups
•5460 details group

11. Job Analysis Description
Prepared by Prof. Dr. Ireen Akhter
3.BSOC (Bangladesh Standard Occupational Classification)
International Standard
Classification of
Occupations (ISCO,
2008 by ILO), and
BSOC by BBS
Link:
chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://bb
s.portal.gov.bd/sites/default/files/files/bbs.portal.gov.bd/page/
745673c8_c7ed_49bc_a4e2_e7b05fe7a9d4/2021-06-09-09-31-
39713fd0bcba7a89017121c485716b2b.pdf

12. BSOC (Bangladesh Standard Occupational Classification)
Assignment-1
Prepared by Prof. Dr. Ireen Akhter

15. Job Analysis Description
Prepared by Prof. Dr. Ireen Akhter
2.Authority of incumbent
3.Standards of performance
4.Working conditions
5.Job specifications

16. Job Specification
Prepared by Prof. Dr. Ireen Akhter
Specifications for Trained versus Untrained Personnel
1.Specification based on Judgment
2.Specification based on Statistical Analysis –
•The aim is to determine statistically the relationship
between
i.some predictor (human trait such as height, intelligence, or
finger dexterity), and
ii.some indicator or criterion of job effectiveness, such as
performance as rated by the supervisor.

17. Job Specification
Prepared by Prof. Dr. Ireen Akhter
Specifications for Trained versus Untrained Personnel
•This procedure has five steps:
1.analyze the job and decide how to measure job
performance,
2.select personal traits like finger dexterity,
3.test candidates for these traits,
4.measure these candidates’ subsequent job performance,
and
5.statistically analyze the relationship between job
performance and the human trait (finger dexterity).

18. Job Specification
Prepared by Prof. Dr. Ireen Akhter
3.The Job Requirement Matrix
•The job-requirements matrix lists the following
information, in five columns:
•Column 1: Each of the job’s four or five main job
duties
•Column 2: The task statements for the main tasks
associated with each main job duty
•Column 3: The relative importance of each main job
duty
•Column 4: The time spent on each main job duty
•Column 5: The knowledge, skills, attitude, and other
human characteristics (KSAO) related to each main
job duty

19. Job Specification
Prepared by Prof. Dr. Ireen Akhter
3.The Job Requirement Matrix
•The main step in creating a job-requirements
matrix involves writing the task statement,
which describes what the worker does on each
of a main job duty’s separate job tasks and how
the worker does it.

20. Job Specification
Prepared by Prof. Dr. Ireen Akhter
4.Competencies Model - In competency models (Example,
Behavioral Competencies and Technical Competency),
competency statement is written as, “In order to
perform this job competently, the employee should be
able to. . . .”

21. Competencies Model
Prepared by Prof. Dr. Ireen Akhter
•Your Competency Matrix
Level-6
Level-5
Level-4
Level-3
Level-2
Level-1