Job Analysis

In: Business and Management

Submitted By chen0125
Words 12360
Pages 50
Human Resource Management Review 18 (2008) 87–99

Contents lists available at ScienceDirect

Human Resource Management Review j o u r n a l h o m e p a g e : w w w. e l s ev i e r. c o m / l o c a t e / h u m r e s

Job analysis for a changing workplace
Parbudyal Singh ⁎,1
School of Administrative Studies, York University, 4700 Keele Street, Toronto, Ontario, Canada M3J 1P3

a r t i c l e

i n f o

a b s t r a c t
Job analysis sits at the heart of all human resource practices, making it a critically important management activity in every organization. However, with increasing competition, shorter product life-cycles, rapid technological innovations, and the changing nature of organizational structures, its underlying assumptions are becoming increasingly questionable in today's dynamic work environment. Moreover, the methods used by traditional job analysis are simply not applicable to many new and emerging jobs and some authors feel it may even be an obstacle to organizational success. This has led to calls for a more proactive and strategic approach to job analysis so that the procedures will continue to be relevant. In this article, I emphasize the need for a strategic approach to job analysis, present a strategic job analysis framework, and discuss implications for organizations. © 2008 Elsevier Inc. All rights reserved.

Keywords: Strategic job analysis Job analysis Changing workplace Competency modelling

1. Introduction Job analysis may be viewed as the hub of virtually all human resource management activities necessary for the successful functioning of organizations (Gael, 1988a; Mirabile, 1990; Oswald, 2003; Siddique, 2004). At the heart of almost every human resources management program or activity is the need for accurate and thorough job information. Job analysis is thus a prerequisite activity for the effective management of human…...

Similar Documents

Job Analysis

... JOB ANALYSIS Concept of Job Analysis : To understand Job Analysis , first we have to understand the meaning of job.Job is a discrete unit of activity and represents a composite mixture of methods , procedures and techniques.Job Analysis is the process of identification and determination of particular job duties , requirements and responsibilities.In other words , Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.ob analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.[3] The field of vocational......

Words: 941 - Pages: 4

Job Analysis

...Restaurant Job Analysis Hella Parpart, Nick Soper, John Doyle, Kathryn Repicky Central Michigan University March 13th, 2012 Table of Contents Executive Summary……………………………………………………...…………………..…3 Description of Organization.……………………………………………………………………3 Job Overview…………………………………………………………………………….………4 Summary Job Description………………………………………………………………….…….4 Method and Process of Job Analysis……………………………………………….……………6 Task Inventory……………………………………………………………………….…………..7 Worker Characteristic Inventory……………………………………………………….………..8 Rating System Analysis…………………………………………………………………………9 Organization Application……………………………………………………………………….10 Critique of Analysis Process ...………………………………………………………………….11 Appendix A – Rating System...…………………………………………………………………….12 B – Rating System Results......……………………………………………………….…14 C – Survey………………………………………………………………………………21 D – Survey Results………………………………………………………………….…..22 References…………………………………………………………………………………….....26 Executive Summary A server at The Italian Oven is the face most prominently seen and interacted with by every customer of our company. It is essential that we create a uniform and practical method of training our servers to be of the highest quality to ensure we maintain our high customer satisfaction. Our goal with this job analysis was to create a detailed and organized description of what it takes to be a successful server. This report encompasses every aspect of the job......

Words: 7004 - Pages: 29

Job Analysis

...Job Analysis Jen C. Martinez PSY 435 October 1, 2012 Dr. Ellen Myers Job Analysis There are many reasons for analyzing jobs. One reason would be to study and evaluate exactly what a job requires. Another reason would be to describe specifically what skills are needed and the qualifications that are required to complete the job properly. The positions should be stated very clearly what is required so that all of the employees know what is expected of them without having any confusion. The person performing the job analysis should be able to watch a person performing the job or, at the very least know exactly what the job is supposed to accomplish so that the basic characteristics of a potential employee can be evaluated. Jobs change; therefore the job description will change as well. There are some companies that search for an easier, less physical ways while maintaining the same results. There are some employees who are able to find these ways and that is one reason why job descriptions change over time. The position that I have chosen to analyze is a Casual Quality Assurance Technician with Nestle Waters North America. The main purpose for this job is to make sure that all processes from raw materials to the finished product is compliant with the Nestle Waters North America standards. The right candidate would also be responsible for inspecting the products for any flaws and be able to diagnose the issue if there is a problem. The position also requires record......

Words: 1112 - Pages: 5

Job Analysis

...JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is expected to contribute. 2 Content: the nature and scope of the job in terms of tasks and operations to be performed and duties to be carried out — i.e. the processes of converting inputs, such as knowledge, skills and abilities, into outputs (results). 3 Accountabilities: The outputs or results for which the job holder is accountable. 4 Performance criteria: The criteria, measures or indicators that enable an assessment to be carried out to ascertain the degree to which the job is bro performed satisfactorily. 5 Responsibilities: the level of responsibility the job holder has to exercise by reference to the scope and input of the job; the amount of discretion a flowed to make decisions; the difficulty, scale, variety and complexity of the problems to be solved, the quantity and value of the resources controlled; and the type and importance of interpersonal relations. 6 Organizational factors: the reporting relationships of the job holder, i.e. to whom he or she reports either directly (line......

Words: 1054 - Pages: 5

Job Analysis

...most popular definition of a job analysis is that it is the process used to collect pertinent information about the duties, responsibilities, required skills, outcomes, and work environment of a particular job. A job analysis will require as much information as possible to craft a job description which is the typical byproduct of the job analysis. (Board, 2011) The following rhetoric will provide a brief but comprehensive definition of a job analysis process for an administrative assistant position. Describe the various methods for performing a job analysis for an administrative assistant position There are essentially five methods used to perform a successful job analysis and they are as follows: observation, interview, questionnaire, participant’s diary or log and a combination of methods. The observation method is an activity involving observing the tasks that are performed on a particular job from commencement to conclusion. This data is recorded and used as data for the job analysis. The interview method involves interviewing the employee to determine the processes and procedures (tasks) required to meet the expectations of the job. The questionnaire is a method which involves providing the employee with a series of pertinent questions regarding the tasks that need to be performed to meet the expectations of the job. The answers to the questions on the questionnaire is evaluated and incorporated into data to be used in the job analysis. The participant’s......

Words: 1005 - Pages: 5

Off Job and on Job Analysis

...manage this project “Comparative analysis on-job & off-job training effects on employee performance”. Secondly I am thankful to all my teachers who have up till now provided me with the standards of excellence. I would especially like give me thanks to Sir Salman Zia who helped me hard and it is because of his guidance that gets motivated and completed my research work in very fine manner. Finally but more specifically we want to thanks our parents and friends without them, I would not be able to complete our project effectively. Table of Contents Abstract……………………………………………………………………………………………………………………..….………4 chapter 1 5 Introduction…………………………………………………………………………………………………………………………………5 chapter 2 7 Review Of Literature…………………………………………………………………………………………………………….7 chapter 3 22 Methodology…………………………………………………………………………………...…………………………………22 chapter 4………………………………………………………………………………………………………………………..25 Analysis………………………………………………………………………………………………………..…………………….25 chapter 5………………………………………………………………………………………………………………………..40 Summary &Conclusion…………….…………………………………………………………..…………………………..40 Policy Recommendations…….….…………………………………………………………..…………………………..…41 References…………………………………………………………………………………………………………………..………43 Appendix………………………………………………………………………………………………………………………..…….45 ABSTRACT This study about Comparative Analysis of on-job & off-job training effects on......

Words: 6836 - Pages: 28

Job Analysis

...Job Analysis Assignment Robert A. Plohr Jr. Human Capital Management HRM/531 Edma Melendez November 23, 2008 Overview Now that the buyout of Envirotech by InterClean, Inc. is near completion InterClean, Inc. must now focus on how they plan on moving the combined resources of the new structured organization into the future. As one of the leading providers of industrial cleaning and sanitation supplies, InterClean, Inc. is in need of new sales personnel that will be required to develop a full range of service packages that will be tailored to individual accounts. New sales personnel are going to be trained to interact with healthcare professionals, facility managers and operation managers of the perspective clients. This new sales initiative will be put into place within the next 90 to 180 days when InterClean, Inc. will begin a new marketing scheme. Analysis Methods In order to choose the right candidates for the positions that InterClean, Inc. is in need of there must be, in place, a number of methods in order to analyze the potential hires. It is suggested that the methods used be that of strict interview process whereas the persons being interviewed go through a 4 step process of interviewing with the first being the new department head, then on to the head of operation, the Vice-President of sales and finally based on recommendation to the human resource department to make offers and finalize any employment requirements. (Cascio, 2005). During the interview......

Words: 907 - Pages: 4

Job Analysis

...ever the Hell this means. Getting back to your question in the specific. Understanding job analysis information. I am guessing but I believe it means understand how to do your job and understand how others should be doing theirs and do it. Even if they mean something else it probably is just a straight forward concept and saying it in a round about way to make it sound really important. Jeez Louise these people can make you nuts with all their craziness. I would have loved to bash one of my boss's brain in with his best practices paper weight. Don't let it get to you like me. Best Regards Bob Summary: Many companies and managers use job descriptions and job analysis to set employee goals and objectives, so they are tied into the needs of the work unit or company. In this article, you'll learn what job descriptions (and job analysis) are, their uses and applications, and how they can be used to improve performance. What is job analysis? Before we can discuss job descriptions, it is important to understand the distinction between descriptions and specifications. Job analysis is the combination of job descriptions and job specifications. For simplification purposes, "specifications" are the skills and background necessary to perform the responsibilities of the job. Since specifications are often a matter of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have been determined by more than one person......

Words: 2143 - Pages: 9

Job Description - Job Analysis

...Staffing – Job Description/Job Analysis 1. A job description outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of job performance. Using job descriptions is part of good management and it will help an organization better understand the experience and skill base needed to enhance the success of the company. Job descriptions assist in the hiring, evaluation and potentially terminating of employees. Many times there can be a misunderstanding of what a position entails an in-depth, well-prepared job description can help both sides share a common understanding. 2. Announce plan to update job descriptions using the Job Requirements – Job Analysis process to the whole company. Briefly explain the process and the time frame for the project. Motivate employees to participate and dispel any negative feeling about the process. Stand as a unified team with Marvin and Alta Fossom and have them ask for the support and cooperation of all employees. Meet with Marvin and Alta on a monthly basis to update them on the project. a. Meet with the general manager, supervisor of operations and customer service to discuss the project. b. Request all documents currently being in the staffing process for every job at the company. c. Meet with all department......

Words: 971 - Pages: 4

Job Analysis

...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......

Words: 1062 - Pages: 5

Job Analysis and Job Design

...San Beda College GRADUATE SCHOOL OF BUSINESS 1 BUS 117-C1 HUMAN RESOURCE MANAGEMENT Job Analysis and Job Design Reported by: Josephine dela Cruz Garces Job Analysis and Job Design Clearly, the case above is a manifestation of poor human resource practice. There is an apparent lack of job analysis and job design that could have produced the document and the system that would minimize, if not totally eradicate, cases similar to that mentioned from occurring. Meaning and Nature of Job Analysis Job analysis, as a human resource practice, pertains to “the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.” (Mondy, 2012). In similar manner, Dr. Roque (2005) defined job analysis as “the process of determining and reporting pertinent information relating to the nature of a specific job” (Roque and Edralin, 2005). As such, job analysis is an activity that sets in detail the tasks necessary in performing one‟s duties in an organization. It so to speak acts as the employees‟ „bible‟ that would set the standards and needed qualifications in successfully performing one‟s functions in the organization. In any organization, this function is the starting point of human resources management. Clearly, other HR functions such as, but not limited to, hiring, performance appraisal, training needs analysis, compensation management, cast dependence on it. This can be manifested in the following paradigm: “That In All......

Words: 2529 - Pages: 11

Job Analysis

...JOB ANALYSYS Basics of Job Analysis: Job analysis is a systematic gathering and organization of information concerning jobs. Job analysis puts a job under the microscope to reveal important details about it. Specifically, it identifies the task, duties, and responsibilities of a particular job. * A task is a basic element of work that is a logical and necessary step in performing a job duty. * A duty consist of one or more tasks that constitute a significant activity performed in a job. * A responsibility is one or several duties that identify and describe the major purpose or reason for the job’s existence. Job Description: A job description is a summary statement of the information collected in the job analysis process. It is a written document that identifies, defines and describes a job in term of its duties, responsibilities, working conditions and specifications. Example: Job Description of an Assistant Officer are shown in bellow: * Checking all payments of the Organization * Assist in monthly Internal Audit on various Department * Preparation of report on regular work. * Assist in auditing on VAT & Tax Computation * Assist in auditing Bank reconciliation statements * Perform any other task given by the management relating to Audit / Investigation on time to time. Key Learning Point: * Concept of job description. Specific Job Description: A specific job description is a detailed summary of a job’s task, duties...

Words: 4262 - Pages: 18

Job Analysis

... | | | | | | | |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 de-jobbing positions. ...

Words: 4966 - Pages: 20

Job Analysis

...particular job within an organisation of their choice. The purpose of the Portfolio is to: critically evaluate the issue of job analysis and design and consider the importance of this issue for the sustainability of an organisation 1. demonstrate understanding of the purpose of job descriptions and their connection to recruitment 2. 3. develop skills in the writing of job descriptions and job advertisements The development of an HRM Portfolio provides students with an excellent opportunity to develop 20/02/2012 (Autumn 2012) © University of Technology, Sydney Page 4 of 8 their practical HRM skills within the context of scholarly knowledge. Further information: Definition of a 'Portfolio': Simply speaking a portfolio is a 'set of pieces of creative work collected by someone to display their skills' (Dictionary.com) and knowledge. In the context of this assignment the Portfolio is a collection of pieces of work structured according to the sections listed below: Section 1: (Max 500 words) This is an introductory section in which you must: a) Explain the nature of the job to be examined and briefly describe the organisation in which it is based. b) Outline the strategic importance of the job to the organisation NB: You may choose to base your portfolio on a real job in an organisation you are familiar with or you may develop your own fictitious job and organization. Section 2: (approx 1500 words) In this section you must: a) Write a job analysis plan......

Words: 640 - Pages: 3

Job Analysis and Job Design

...Assignment 1 1 Job Analysis and Job Design Introduction Human Resource Management (HRM) systems consist of two major components: job analysis and job design. They have widely-differing contributions on building HRM systems attributed to the change of organizational strategy. This regards to job descriptions, specifications, and different approaches to redesigning the organizational HR systems. The implications of a boundary-less organization are examined that all context of the boundary organization is interdependent in communications, recruitment, selection, compensation and training (Fombrun et al. 1984). It also examines how environment, strategy, and organization are correlated to each other regarding to the conceptual framework for both job analysis and design of work. It initially becomes the most significant element to organizational strategy as to maximize organizational performance. This essay discuss how job analysis and design of work contribute in terms of building a more sophisticated human resource management (HRM) systems, regarding to both positive and negative outcomes from different approaches. It also illustrates the contributions of changeable job analysis in a regular basis as to fulfill the rapid-changing demand of working environment, in addition to a well-developed job redesign approach to support organizational strategy. Job Analysis and Competencies Job analysis could be categorized into job descriptions and job specifications,......

Words: 1537 - Pages: 7